Company: TTMI
Filing Date: 2025-03-13
Form Type: DEF 14A
Source: 0000950170-25-038317
Chunk: 50

Company: TTM TECHNOLOGIES INC
Filing Date: 2025-03-13
Form: DEF 14A
Chunk 50
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000 |     |      | $570,090 |     |            | 2% |

Annual Incentive Bonus Plan. Our human capital and compensation committee believes that annual performance-based cash bonuses play an important role in providing incentives to our executive officers to achieve near-term financial metrics and individual goals. The financial metrics comprise 90% while the individual goals are 10% of each NEO’s bonus plan.

| TTM TECHNOLOGIES, INC. | 33 |

To support collaboration within our senior management team, our human capital and compensation committee rewards all of our executive officers for company-wide performance by tying bonus awards to our operating income and operating cash flow, and rewards executives responsible for sector performance by also tying awards to sector performance. The human capital and compensation committee believes operating income and operating cash flow are good indicators for capturing our success given the market in which we compete and are measures that management can easily track and communicate to employees throughout the performance period. In addition, individual performance goals ensure that other important areas of our business are measured and emphasized.

In response to the recommendations of management, our human capital and compensation committee based the Company’s incentive bonus plan on several metrics that the committee believed most closely aligned the executive’s incentive pay with metrics that the executive is responsible for managing. For 2024, the below chart reflects the weight of each performance metric.

| Name                 |     | Global    
 Operating 
 Income    |     |     | Global Cash  
 Flow as % of 
 Revenue      |     |     | Sector Operating 
 Income           |     |     | Individual 
 Goals      |     |
| Thomas T. Edman      |     |           | 70% |     |              | 20% |     |                  | —   |     |            | 10% |
| Daniel L. Boehle     |     |           | 70% |     |              | 20% |     |                  | —   |     |            | 10% |
| Catherine A. Gridley |     |           | 30% |     |              | 20% |     |                  | 40% |     |            | 10% |
| Douglas L. Soder     |     |           | 30% |     |              | 20% |     |                  | 40% |     |            | 10% |
| Philip Titterton     |     |           | 70% |     |              | 20% |     |                  | —   |     |