Company: NPO
Filing Date: 2025-03-24
Form Type: DEF 14A
Source: 0001171200-25-000088
Chunk: 20

Company: Enpro Inc.
Filing Date: 2025-03-24
Form: DEF 14A
Chunk 20
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What guides our executive compensation program The objectives of our executive officer compensation program are to attract, motivate and retain key executives who will drive our success. Our pay practices reward these executives for superior performance and align their interests with the long-term interests of our shareholders. We achieve our objectives through compensation that:

| • | is                                                                                    
 tied to business performance. A substantial portion of each executive officer’s       
 total compensation opportunity is based on our financial results—disappointing        
 performance results in little or no payout while superior performance leads to larger 
 payouts—and the portion of compensation based on our financial performance increases  
 with the officer’s level of responsibility;                                           |

| • | is                                                                                              
 significantly stock-based. Stock-based compensation ensures our executives and our shareholders 
 have common interests;                                                                          |

| • | enhances                                                                               
 retention of our executives—most of their total compensation vests over several years; |

| • | links                                                                                      
 a significant portion of their total pay to the execution of strategies intended to create 
 long-term shareholder value;                                                               |

| • | enables                                                                                                         
 us to compete effectively for talented individuals who will help us successfully execute our business plan; and |

| • | does                                                                 
 not encourage our executives to take unnecessary or excessive risks. |

| 2025            
 PROXY STATEMENT | 28 | ENPRO 
 INC.  |

| Compensation discussion and analysis |     | What guides our executive compensation program |

To design an executive compensation program that is in line with these policies, the Committee considered:

| • | the                                                                        
 executive compensation and market competitiveness studies described below; |

| • | internal      
 pay fairness; |

| • | comprehensive                                                                               
 compensation histories for each of our executive officers which include each element        
 of compensation and benefits (salary, incentive awards, equity grants, retirement benefits, 
 and possible severance or change in control payments);                                      |

| • | the                                 
 impact of tax and accounting rules; |

| • | whether                                                                          
 the structure of our program creates an incentive for taking excessive risk; and |

| • | trends                           
 affecting the company’s markets. |

Key elements of compensation The following table summarizes the key elements of our 2024 executive compensation program.

|                                                               | Compensation                                                                                                                      
 Element                                                                                                                           | Rationale                                                                                                                         | Key                                                    
 Characteristics                                        |
| SHORT-TERM                                                    | Base                                                                                                                              
 Salary                                                                                                                            | To                                                                                                                                
 compensate the executive fairly and equitably, including as compared to external market peers.                                    | Fixed                                                  
 compensation that is reviewed annually.                |