Company: ACIW
Filing Date: 2025-04-21
Form Type: DEF 14A
Source: 0001193125-25-086263
Chunk: 51

Company: ACI WORLDWIDE, INC.
Filing Date: 2025-04-21
Form: DEF 14A
Chunk 51
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 2 is reported as a 2024 amount for purposes of the 2024 Grants of Plan-Based Awards table and the 2024 Summary Compensation Table below. The 2025 goals were set by the Compensation Committee at the beginning of the 2025 fiscal year based on ACI’s annual operating plan at the time. The number of shares earned based on Revenue Net of Interchange Growth and Net Adjusted EBITDA Margin achievement over the full performance period has the potential to be increased or decreased based on the total shareholder return of our common stock relative to the S&P 400 MidCap Index over the period from May 11, 2023 through the first twenty trading days of March 2026. If the relative total shareholder return performance of our common stock achieves specified performance levels, then our executive officers’ share totals will be modified upwards or downwards as shown below:

| Percentile Ranking                       |     | rTSR Multiplier Impact on Payouts* |
| Less than or equal to 25th percentile    |     | -20%                               |
| 50th percentile                          |     | 0%                                 |
| Greater than or equal to 75th percentile |     | 20%                                |

| * | If the relative total shareholder return performance of our common stock is between the specified percentage ranges in the performance matrix, the Compensation Committee will determine the award multiplier percentage earned by mathematical interpolation and rounded to the nearest whole share. |

2025 PROXY STATEMENT 47

Compensation-Setting Process Role of the Compensation Committee The Compensation Committee discharges the responsibilities of our Board relating to the compensation of our executive officers, with input from all our independent directors. The Compensation Committee is responsible for: We compete for talent in a highly competitive environment, and our future success and our ability to remain competitive depend on our continuing efforts to attract, retain, and motivate highly qualified executives. The Compensation Committee strives to develop and maintain competitive compensation arrangements that balance our need to hire and retain the best possible talent and our desire to maintain a reasonable and responsible cost structure. Compensation Review Cycle The Compensation Committee conducts an annual review of our executive compensation program generally and the compensation arrangements for each of our executive officers in particular. During this review, the Compensation Committee evaluates each executive officer’s base salary level, target annual incentive compensation opportunity, target total cash compensation opportunity, long-term incentive compensation opportunity, target total direct compensation, and any other compensation-related items. Generally, base salary adjustments are effective at the beginning of July of each year, with equity