Company: ACCO
Filing Date: 2025-03-28
Form Type: DEF 14A
Source: 0000950170-25-046374
Chunk: 22

Company: ACCO BRANDS Corp
Filing Date: 2025-03-28
Form: DEF 14A
Chunk 22
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, and the Board of Directors approved, the following actions related to Mr. Tedford's 2024 compensation.

| Compensation Actions for President and Chief Executive Officer                                                                                                                                                                                                                                                                           |                                                                                                         |
| •Annual base salary of $900,000, a 5.88 percent increase effective April 1, 2024.                                                                                                                                                                                                                                                        
 •AIP award target at 120 percent of his base salary.                                                                                                                                                                                                                                                                                     
 •The grant of a long-term equity award with a total award value of $3,600,000.                                                                                                                                                                                                                                                           
 •After these adjustments, Mr. Tedford's target total compensation package inclusive of base salary, target annual incentive and target annual long-term equity compensation, is between the 25thand 50thpercentile of annual total target compensation of other CEOs within the Company's Peer Group due to his recent promotion to CEO. | Approximately 84 percent of Mr. Tedford's total target compensation consisted of variable, at risk pay. |

Summary of Key Executive Compensation Practices In overseeing our Company's executive compensation program, the Compensation and Human Capital Committee seeks to provide compensation for our executive officers, including our named executive officers, which is competitive within our industry, with a substantial emphasis on Company performance and stockholder returns. The following list highlights the significant executive compensation practices of the Company which the Compensation and Human Capital Committee believes are effective in aligning the interests of our executive officers with those of our stockholders, and are consistent with good corporate governance.

#### ACCO BRANDS| 2025 PROXY STATEMENT33
| Topic |                                                                | Best Practice                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                          |
|       | Pay-for-Performance                                            | A significant portion of each of our executive officer's compensation is variable and at risk, with actual amounts paid based on performance.                                                                                                                                                                                                                                                                                                                                                                                          |
|       | Target Compensation at Peer Group Market Median                | The Compensation and Human Capital Committee typically targets total compensation at the median of our Peer Group. Actual pay may be greater than or less than median based upon experience, impact, and performance of individual executives. The Peer Group is periodically reviewed and approved by the Compensation and Human Capital Committee, with recommendations from Meridian.                                                                                                                                               |
|       | Variety of Performance Measures                                | Our short-term and long-term incentive compensation programs use a variety of complementary measures so executive officers do not focus on one measure at the expense of other measures.                                                                                                                                                                                                                                                                                                                                               |
|       | Award Caps                                                     | To encourage executive officers to focus equally on short-term and long-term performance goals,