Company: PTC
Filing Date: 2025-01-02
Form Type: DEF 14A
Source: 0001104659-25-000041
Chunk: 27

Company: PTC INC.
Filing Date: 2025-01-02
Form: DEF 14A
Chunk 27
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 agreed that Mr. DiTullio would cease to serve as President and Chief Operating Officer role at the end of our fiscal 2024, and would become a strategic advisor to the company through June 30, 2025. For Mr. DiTullio’s service as strategic advisor through June 2025, his compensation for the 2025 period was set at a base salary of $412,500 and equity valued at $3 million given his responsibilities for the period. Given Mr. DiTullio’s removal from the President and COO position when he was otherwise willing to continue to serve as such, his removal constituted an involuntary termination without cause under his Executive Agreement and he became entitled to the separation payments under such agreement. |     | ​ |

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TABLE OF CONTENTS

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| 2024Highlights | ​ | ​ | ProxySummary | ​ | ​ | CorporateGovernance | ​ | ​ | ExecutiveCompensation | ​ | ​ | AuditorMatters | ​ | ​ | PTC StockOwnership | ​ | ​ | Annual MeetingInformation | ​ | ​ | OtherGovernance | ​ | ​ | Appendix A | ​ |

How We Set Executive Compensation The Compensation and People Committee is comprised entirely of independent directors and establishes and reviews the compensation for our executive officers annually. Independent Compensation Consultant The Committee engaged Pearl Meyer & Partners, LLC as its independent compensation consultant for 2024. The Committee assessed the independence of Pearl Meyer and determined that Pearl Meyer is independent of PTC and has no relationships that could create a conflict of interest with PTC. As part of its assessment, the Committee considered the fact that Pearl Meyer provides no other services to PTC and consults with PTC’s management only as necessary to provide the services described below. Pearl Meyer provides a range of services to the Committee to support the Committee in fulfilling its responsibilities, including providing: • Legislative and regulatory updates ; • Peer group compensation data ; • Advice on competitive executive compensation arrangements; • Advice on the structure and competitiveness of our compensation programs ; and • Advice on the consistency of our programs with our