Company: CRL
Filing Date: 2025-04-02
Form Type: DEF 14A
Source: 0001104659-25-030908
Chunk: 62

Company: CHARLES RIVER LABORATORIES INTERNATIONAL, INC.
Filing Date: 2025-04-02
Form: DEF 14A
Chunk 62
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 philosophy and implementation, while maintaining a pay for performance approach to funding that motivates and ties to shareholder interests. Specifically, the Committee approved targets based on the following principles: • Align all executives and employees on each of the Company’s short-term incentive plans (including the EICP) to have 50% of their metrics on global Company-wide metrics (revenue and OI) in order to reinforce our commitment to be unified as a Company, with the remaining 50% aligned to the business segment metrics (revenue and OI) for the business areas they support. • All executives and employees share a set of common payout scales, allowing for equal payout opportunities. Minimum and maximum performance levels for 2024 EICP payouts were set based on a metric with minimum performance level set at 85% of target performance objectives for OI and 90% for revenue, and maximum performance levels set at 108% of target performance objectives for revenue and 110% for OI. The maximum payout achievable for 2024 was 200% of target. On February 6, 2024, the Committee approved performance metrics for senior leadership that included OI and revenue, neutralized for the impacts of fluctuating foreign exchange rates. The approved performance metrics were, in general, aligned to the business segments under their leadership of the Company. The Committee has the discretion to employ its judgment in determining individual awards, and in fact approves the entire EICP award for each named executive. In addition to the quantitative factors, final individual EICP awards for the named executives incorporate both (1) the Chief Executive Officer’s recommendations (other than for himself), and (2) the Committee’s assessment of each named executive’s overall individual performance and contribution. In addition, the Committee, in its sole discretion, may modify or change the EICP at any time. For 2024, the Committee did not make discretionary adjustments to EICP payouts for the named executives. With respect to the 2024 fiscal year, the target amounts were adjusted to neutralize the impacts of fluctuating foreign exchange rates. With respect to the 2024 fiscal year, the following table shows the fiscal year 2024 target EICP cash bonus, performance goals, goal attainment levels, and cash bonuses actually paid (in February 2025) for each of our named executives:

| ​ | ​ | Named Executive   | ​ | ​ | ​ | Target %(of base salary) |   |      |   | ​ | ​ | ​