Company: GDOT
Filing Date: 2025-04-11
Form Type: DEF 14A
Source: 0001386278-25-000020
Chunk: 75

Company: GREEN DOT CORP
Filing Date: 2025-04-11
Form: DEF 14A
Chunk 75
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 equity method investments, changes in fair value of loans held for sale, extraordinary severance expenses, and other income and expense. Employee stock-based compensation expense includes assumptions about the future fair value of the Company’s Class A common stock (which is influenced by external factors like the volatility of public markets and the financial performance of the Company’s peers).

Because 2024 was the first year of the three-year performance period for the 2024 EPS PRSUs, no shares were earned and vested.

TSR Components of 2024 TSR PRSUs

A threshold level of performance must be achieved to earn the minimum number of shares under the 2024 TSR PRSUs. 50% of the 2024 PRSUs will be earned based on the Company’s performance in achieving TSR over a three-year period from January 1, 2024 to December 31, 2026, with TSR being measured relative to the TSR of the companies that comprise the S&P 1500 Financials Index at the end of the third fiscal year as set forth in the table below. A ninety-day trailing average stock price for the Company and for each of the companies in the comparator group will be used at the beginning and end of the performance period to mitigate spot price volatility at the beginning and end of the performance period. Determination of the Company’s TSR ranking at the end of the performance period will be made by the Compensation Committee. The threshold level of TSR ranking was set at the 25th percentile. NEOs also have an opportunity to earn up to 175% of the target shares under their 2024 TSR PRSUs for achieving 68.75th percentile or above performance. The Committee decided to reduce the maximum payout opportunity for the PRSUs from 200% to 175% of target in order to conserve shares reserved for future potential payouts. Under our prior plan, 75th percentile performance equated to a 200% of target maximum payout. The 68.75th percentile performance equating to a maximum payout of 175% of target maintains the same pay for performance relationship as the prior year. Performance below the threshold results in no shares being earned. The following table shows the TSR targets under the 2024 TSR PRSUs.

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Table of Contents

| TSR Ranking                |     | Percentage Target TSR PRSUs to Vest |
| 25thPercentile             |     | 50%                                 |
| 30thPercentile             |