Company: DXPE
Filing Date: 2025-05-01
Form Type: DEF 14A
Source: 0001020710-25-000087
Chunk: 34

Company: DXP ENTERPRISES INC
Filing Date: 2025-05-01
Form: DEF 14A
Chunk 34
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ENSATION DISCUSSION AND ANALYSIS
The Compensation Committee is composed of Timothy Halter, Joseph R. Mannes, David Patton and Karen Hoffman. The purpose of the Compensation Committee is to review, approve and make recommendations to the Board on matters regarding the compensation of officers, directors, employees, consultants and agents of DXP and act as the administrative committee for any incentive compensation plans and equity-based plans of DXP. The Compensation Committee makes its compensation decisions based upon its own research and analysis, with input from the principal executive officer or chief executive officer other than with respect to his own compensation. The Compensation Committee has the authority to obtain advice and assistance and receive appropriate funding, from DXP for, compensation consultants, legal, accounting and other advisors as the Compensation Committee deems necessary to carry out its duties. As such, the Compensation Committee engaged an independent consultant, Longnecker & Associates to review NEOs pay starting in fiscal year 2021 and continued into fiscal year 2022. Please note that Longnecker & Associates was acquired by NFP Compensation Consulting in 2017 and rebranded in the fall of 2022.

#### Introduction
This Compensation Discussion and Analysis has been prepared by our management and reviewed by the Compensation Committee of our Board of Directors. This discussion provides information and context regarding the compensation paid to our Chief Executive Officer, Chief Financial Officer, and the other three most highly compensated executive officers in 2024, all of whom are collectively referred to as the NEOs.

The Company's executive compensation policies are designed to provide aggregate compensation opportunities for our executives that are competitive in the business marketplace and that are based upon Company and individual performance. Our foremost objectives are:

• aligning executive pay and benefits with the performance of the Company and shareholder returns while fostering a culture of highly ethical standards, teamwork, longevity with the Company, integrity, and

• attracting, motivating, rewarding, and retaining the broad-based management talent required to achieve corporate objectives.

#### Compensation Philosophy and Objectives
We have adopted a basic philosophy and practice of offering market competitive compensation that is designed to attract, retain and motivate a highly-qualified executive management team. With respect to our principal executive officer, principal financial officer and the other three most highly-compensated executive officers (collectively referred to as the NEOs), this discussion describes our compensation philosophy and objectives, the methodologies used for establishing the compensation programs for the NEOs and the policies and practices to administer such programs.

The Compensation Committee is comprised entirely of non-employee directors. In addition to