Company: INGN
Filing Date: 2025-03-27
Form Type: DEF 14A
Source: 0000950170-25-045737
Chunk: 68

Company: Inogen Inc
Filing Date: 2025-03-27
Form: DEF 14A
Chunk 68
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 Compensation Components” below.

| Compensation Element                    |     | Description and Purpose                                                                                                                                                                                                          | Key Features                                                                                                                                                                                                                                                                                                                                          |
| Base Salary (fixed cash)                |     | To provide a competitive fixed level of cash compensation that reflects fulfillment of day-to-day responsibilities, skills, and experience.                                                                                      | Annual adjustments are based on both qualitative and quantitative factors such as: job level, responsibilities and prior experience and expertise, individual performance, future potential and competitive market practice and internal equity.                                                                                                      
 Reviewed annually by our independent compensation consultants for market competitiveness within our peer group.                                                                                                                                                                                                                                       |
| Annual Cash Incentive (at-risk cash)    |     | To incentivize and reward contributions of executive officers in achieving strong financial, operating and strategic objectives during the fiscal year by meeting or exceeding the established goals.                            
 To ensure a strong pay-for-performance culture, as payouts are based on performance achieved relative to goals and are not guaranteed.                                                                                           | Payouts are based on a pre-determined formula that, in 2024, included achievement of specified revenue and Adjusted EBITDA targets, as determined by the Compensation Committee or the independent members of the Board.                                                                                                                              
 Target incentive opportunities are typically consistent year over year and revisited annually based on peer group practices.                                                                                                                                                                                                                          
 Performance goals are set and approved by the Compensation Committee or the independent members of the Board in the first quarter of each year. Incentive payouts are capped at 200% of target.                                                                                                                                                       |
| Long-term Equity Incentive Compensation |     | To ensure strong performance, promote retention and align our executives’ interests with stockholders’ long-term interests through incentive compensation linked to our long-term financial and company stock price performance. 
 With the exception of the prior year grants, equity compensation is denominated in dollar-based targets.                                                                                                                         | Equity awards are typically granted annually using a value-based approach of granting RSUs to our executive officers. These awards are subject to a mix of time-based (weighted 50%) or performance-based (weighted 50%) vesting conditions over a multi-year period.                                                                                 
 The value of the annual equity grants to each of our NEOs is established by the Compensation Committee or the independent members of the Board after reviewing such factors as the competitive levels at our compensation peer companies, and to recognize our outstanding performance and our executive officers’ contributions to that performance. |

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We also offer our executive officers the opportunity to participate in our 401(k) plan, health