Company: COHU
Filing Date: 2025-04-02
Form Type: DEF 14A
Source: 0001437749-25-010672
Chunk: 32

Company: COHU INC
Filing Date: 2025-04-02
Form: DEF 14A
Chunk 32
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 companies.

For determining executive compensation levels in 2024 the compensation peer group remained unchanged from 2023 and consisted of the following 19 companies:

| Advanced Energy Industries    | FormFactor                 | MaxLinear            | Penguin Solutions (1) |
| Alpha and Omega Semiconductor | Harmonic                   | National Instruments | Photronics            |
| Axcelis Technologies          | Ichor Holdings             | Novanta              | Ultra Clean Holdings  |
| Badger Meter                  | Kulicke and Soffa          | Onto Innovation      | Veeco Instruments     |
| Cirrus Logic                  | MACOM Technology Solutions | OSI Systems          |                       |

| (1) | Effective October 15, 2024, SMART Global Holdings rebranded and began trading as Penguin Solutions |

Generally, historical data on the compensation practices of the companies in the compensation peer group was gathered by Compensia from publicly available sources, including publicly available databases. Peer company data was gathered with respect to base salary, target annual incentive opportunities, equity awards (including stock options, RSU awards, and PSU awards), and long-term cash-based awards. In addition, similar data was gathered from the Radford McLagan Compensation Database for purposes of providing additional perspective in the case of executive positions where the compensation peer group offered a limited number of relevant data points.

Compensation Elements

Our executive compensation program consists of seven principal elements:

| • | Base salary; |

| • | Short-term incentive compensation opportunities paid in cash; |

| • | Long-term incentive compensation in the form of equity awards; |

| • | Deferred compensation benefits; |

| • | Welfare and health benefits, including a Section 401(k) plan; |

| • | Post employment compensation and retirement equity programs; and |

| • | Limited perquisites and other personal benefits. |

The Compensation Committee has selected these elements because each is considered necessary, appropriate and when combined are effective, and will continue to be effective, in achieving our compensation objectives.

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Base Salary

We believe that a competitive base salary is a necessary element of our executive compensation program, so that we can attract and retain experienced executive officers. Base salaries for our executive officers are also intended to be competitive with those received by other individuals in similar positions at the companies with which we compete for talent, as well as to be equitable across the management team.

The Compensation Committee reviews the base salaries of our executive officers, including our NEOs, annually and makes adjustments to base salaries as it determines to be