Company: TTMI
Filing Date: 2025-03-13
Form Type: DEF 14A
Source: 0000950170-25-038317
Chunk: 49

Company: TTM TECHNOLOGIES INC
Filing Date: 2025-03-13
Form: DEF 14A
Chunk 49
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 value, provide an appropriate reward for our executive officers, and assist with the retention of our executive officers.

While each element of our compensation program is intended to motivate and encourage employees at all levels to drive performance and achieve superior results for our stockholders, there is a different emphasis on the three primary elements based on an employee’s position and ability to impact our financial results. In general, the percentage of performance-based pay, or at-risk pay, increases with job responsibility. This is intended to offer an opportunity for gain in the event of successful performance, matched with the prospect of less compensation when performance falls short of established financial and/or stockholder return targets.

Base Salary.Base salaries for our executive officers are determined based on the level of the position within our Company, the individual’s performance in recent periods, and the executive’s potential for continued development within our global organization. The base salary levels, and any changes to those levels for each executive officer, are reviewed and approved each year by our human capital and compensation committee. However, there is no specific weighting applied to any one factor in setting the level of base salary, and the process ultimately relies on the human capital and compensation committee’s judgment. We believe that providing base salaries around the median of our peer group and the broader market survey provided by our Compensation Consultants will enable us to remain competitive for qualified executive officers.

Base Salaries for 2024. Our normal cadence for compensation review takes place on July 1 of each year.

The table below outlines base salaries for all NEOs:

|                      |     |      | Base Salary |     |      |          |     |            |    |
| Name                 |     | 2023 |             |     | 2024 |          |     | Y/Y Change |    |
| Thomas T. Edman      |     |      |    $900,000 |     |      | $915,000 |     |            | 2% |
| Daniel L. Boehle     |     |      |    $540,000 |     |      | $550,260 |     |            | 2% |
| Catherine A. Gridley |     |      |    $470,000 |     |      | $485,055 |     |            | 3% |
| Douglas L. Soder     |     |      |    $530,000 |     |      | $540,109 |     |            | 2% |
| Philip Titterton     |     |      |    $560,