Company: KELYB
Filing Date: 2025-04-14
Form Type: DEF 14A
Source: 0001193125-25-080159
Chunk: 43

Company: KELLY SERVICES INC
Filing Date: 2025-04-14
Form: DEF 14A
Chunk 43
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 a role is positioned within the organizational structure, the greater the emphasis on performance-based compensation should be. As such, the CEO has a greater percentage of his compensation opportunity that is performance-based through higher target opportunities for STIP and LTI, as compared to the compensation opportunities of the other named executive officers. At-riskcompensation consists of annual cash incentive awards and performance shares that are contingent upon the achievement of pre-establishedperformance goals. Restricted shares, which are not classified as at-riskcompensation, have value at vesting reflecting the Company’s stock price performance since date of grant, which aligns to shareholders’ experience. The following charts illustrate the typical Target Total Direct Compensation mix for our President and CEO and the other named executive officers combined and includes the pay elements of base salary, STIP (at target), restricted shares, and performance shares (at target). Pay mixes shown below are based on target amounts for the regular incentive plans during fiscal year 2024, excluding special awards.

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Compensation Discussion and Analysis Typical Target Compensation Mix Elements of Compensation for Named Executive Officers The Committee determines the elements of total direct compensation that we provide to our senior officers, a group that includes the named executive officers. The elements of our executive compensation program of our named executive officers and the objectives for each are as follows:

| Compensation Element             |                                                                                                                                               | Type                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                         |                                                                                                                   | Considerations                                                                                                                                                                                                                                                                                                                                                   |     | Objectives                                                                                                                                              |     | For More    
 Information |
| Base Salary                      |                                                                                                                                               | Fixed Compensation                                                                                                                                                                                                                                                                                                                                                                                                                                                                                           |                                                                                                                   | •  Reviewed annually •  Adjusted, when appropriate based on role and scope of responsibilities, skills, experience, sustained individual contribution, and comparison to market- comparable jobs                                                                                                                                                                 |     | •  Provide competitive compensation for day-to-day responsibilities •  Attract and retain qualified senior officers •  Balance risk-taking              |     | Page 60     |
| Short-Term Incentive Plan (STIP) |                                                                                                                                               | Variable At-Risk Performance- Based Compensation                                                                                                                                                                                                                                                                                                                                                                                                                                                             |                                                                                                                   | •  Annual performance period •  Target payout opportunity established as percentage of earnings for each senior officer based on role •  Performance measures selected to align with our business strategy •  Multiple performance measures that reflect key operational and financial measures of success •  Payout based on achievement of predetermined