Company: JACK
Filing Date: 2025-01-27
Form Type: DEF 14A
Source: 0000807882-25-000004
Chunk: 44

Company: JACK IN THE BOX INC
Filing Date: 2025-01-27
Form: DEF 14A
Chunk 44
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LES AND OBJECTIVES The Committee focuses on the following principles and objectives in determining and measuring the various components of our executive compensation programs:

| • |     | Competitive target pay structure, including base salary, annual incentive, and long-term incentives that enable us to attract and retain talented, experienced executives who can deliver successful business performance and drive long-term shareholder value. |

| • |     | Pay for performance alignment, with the largest proportion of executive pay in the form of performance-based annual and long-term incentives that directly tie payouts, if any, to the achievement of corporate goals and strategies, and stock price performance. |

| • |     | Comprehensive goal setting, with financial, operational, and strategic performance metrics that drive long-term shareholder value. |

| • |     | Incentivizing balanced short-term and long-term executive decision making, through variable compensation components (cash and stock) using varying timeframes. |

| • |     | Executive alignment with shareholder interests, through stock ownership and holding requirements that build and maintain an executive’s equity investment in the Company. |

| • |     | Sound governance practices and principles in plan design and pay decisions, with the Committee considering both what and how performance is achieved. |

| • |     | Management of compensation risk, by establishing incentive goals that avoid placing too much emphasis on any one metric or performance time horizon, thereby discouraging excessive or unwise risk-taking. |

Internal Pay Equity Our compensation programs are designed so that potential compensation opportunities are appropriate relative to each executive’s level of responsibility and impact. While program design is similar for executives at the same level, actual pay may vary based on job scope and individual performance over time. Additionally, we strive to ensure pay equity between our female employees and male employees performing equal or substantially similar work. Each year, we review the median pay of our male and female employees, share the results with the Board of Directors, and take remedial action as appropriate to ensure that male and female employees are paid equally. 41 JACK IN THE BOX INC. | 2025 PROXY STATEMENT

| CD&A — III. COMPENSATION COMPETITIVE ANALYSIS |

III. COMPENSATION COMPETITIVE ANALYSIS a. Competitive Analysis Each year, the Committee relies on multiple data points to assess the competitiveness of our executive compensation program and the individual compensation of our executives. The information the Committee uses to perform this analysis includes:

| • |     | The Company’s performance against its performance goals;                                                                                                                                                                                                    |
| • |     | The mix of annual and long