Company: ACIW
Filing Date: 2025-04-21
Form Type: DEF 14A
Source: 0001193125-25-086263
Chunk: 41

Company: ACI WORLDWIDE, INC.
Filing Date: 2025-04-21
Form: DEF 14A
Chunk 41
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 can improve. Based on the feedback from our 2024 outreach, we do not believe that stockholders had significant concerns with the current executive compensation program. Stockholders are invited to express their views to the Compensation Committee as described under “Stockholder Communications with our Board” below. Executive Compensation Philosophy and Practices Our executive compensation program is guided by our overarching philosophy of paying for demonstrable performance. Consistent with this philosophy, we have designed our executive compensation program to achieve the following primary objectives:

| • |     | Provide compensation and benefit levels that will attract, retain, motivate, and reward a highly talented management team within the context of responsible cost management. |

| • |     | Establish a direct link between our financial and operational results and achievement of strategic objectives and the compensation of our executive officers; and |

| • |     | Align the interests and objectives of our executive officers with those of our stockholders by linking long-term incentive compensation opportunities to stockholder value creation and cash incentives to our financial performance. |

We endeavor to maintain sound executive compensation policies, practices, and governance standards, consistent with our executive compensation philosophy, as summarized below.

|                                                               |     | What we do                                                                                                                                                                                                                                                                                                                                                                             |
| • Pay-for-Performance Structure                               |     | A significant portion of our Named Executive Officers’ compensation is directly linked to our performance. In particular, their target total direct compensation has a significant long-term equity component that makes a substantial portion of each Named Executive Officer’s target total direct compensation dependent upon our stock price and/or our financial performance.     |
| • Performance-Based Equity Awards                             |     | In 2024, our CEO received a PSU grant comprising 65% of his annual equity award; other Named Executive Officers received a PSU grant comprising 50% of their annual equity award.                                                                                                                                                                                                      |
| • “Double-Trigger” Change in Control Arrangements             |     | Our change in control compensation arrangements include a “double trigger” provision that requires both a change in control of the Company and a qualifying termination of employment before any severance or other benefits are paid. All outstanding unvested equity awards have a “double trigger” provision, and it is our expectation that all future equity awards will as well. |
| • Independent Compensation Committee and Compensation Advisor |     | The Compensation Committee consists solely of independent directors. The Compensation Committee has engaged its own independent compensation advisor to provide information, analysis, and other advice on executive compensation matters independent of management.                                                                                                                   |
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