Company: NTWK
Filing Date: 2025-09-29
Form Type: 10-K
Source: 0001493152-25-015950
Chunk: 1970

Company: NETSOL TECHNOLOGIES INC
Filing Date: 2025-09-29
Form: 10-K
Item: Item 10
Chunk 1970
---
 our shareholders. Our policy prohibits the named executive officers from
    selling any newly issued shares for a period of three months, on an open market transaction.
  
    Performance
    based
    ●
     Long-term
    incentive awards are designed to reward our executive officers for creating long-term shareholder value. Long-term incentive awards
    are granted primarily in the form of stock options and/or shares.
  
    Appropriate
    Risk
    ●
    Our
    executive compensation programs are designed to encourage executive officers to take appropriate risks in managing their businesses
    to achieve optimal performance.
  
    Competitive
    with external talent markets
    ●
     Our
    executive compensation programs are designed to be competitive within the relevant markets.
  
    Simple
    and transparent
    ●
     Our
    executive compensation programs are designed to be readily understood by our executives, and transparent to our investors.

36

Compensation
Analysis Peer Group

After
consideration of business models, company revenue and market capitalization of other companies in the Company’s technology industry
segment, and with the input from Compensation Resources, Inc., the compensation consultant used by the Company at the time the study
was last conducted, the Compensation Committee established the following list of peer companies to provide a comparative framework for
use in setting executive compensation:

Logility
Supply Chain Solutions, Inc.

Cass
Information Systems

Digital
Turbine, Inc.

Mitek
Systems, Inc.

SPS
Commerce Inc.

Executive
Officer Base Salaries and Compensation Comparisons

Compensation
plans are developed by utilizing publicly available compensation data in the information technology and software services industries.
We believe that the practices of these groups of companies provide us with appropriate compensation benchmarks, because these groups
of companies are in similar businesses and tend to compete with us for executives and other employees. For benchmarking executive compensation,
we typically review the compensation data we have collected from these groups of companies, as well as a subset of the data from those
companies that have a similar number of employees as the Company. The Compensation Committee determines the appropriate
compensation packages in addition to taking into account the unique global scale of the Company’s business. While taking into
account consultants’ general recommendations about the size and components of compensation, other publicly available compensation
information, peer groups and alike, we believe our philosophy to continue on the basis of a pay-for-performance is the best framework
for setting executive compensation.

In
establishing the compensation of our named Chief Executive