Company: SUPN
Filing Date: 2025-04-30
Form Type: DEF 14A
Source: 0001104659-25-042531
Chunk: 36

Company: SUPERNUS PHARMACEUTICALS, INC.
Filing Date: 2025-04-30
Form: DEF 14A
Chunk 36
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 follows its internal guidelines and practices to guard against any conflict of interest and to ensure the objectivity of its advice. The Compensation Committee analyzed whether Aon was independent pursuant to SEC and Nasdaq listing rules and whether the work of Aon as a compensation consultant raised any conflict of interest. Based on its analysis, the Compensation Committee determined that Aon was independent and that the work of Aon and the individual compensation advisors employed by Aon does not create any conflict of interest. Role of Company Management The CEO provides his recommendations to the Compensation Committee concerning each NEO’s contribution to the achievement of Corporate Objectives, which is the primary basis for each executive’s cash bonus. The NEO’s individual performance is the primary basis for the equity award and is a factor in each executive’s cash bonus (other than the CEO). The CEO’s cash bonus is solely based on the achievement of Corporate Objectives. The recommendations take into account the peer group data provided by Aon. In addition, the CEO annually leads management in setting the research and development and business goals that are used to recommend the Corporate Objectives. The CEO works closely with the Compensation Committee to ensure that the Compensation Committee is provided with the appropriate information to make its decisions and to propose recommendations for the Compensation Committee’s consideration. The 23

Compensation Committee develops the compensation plans by evaluating compensation data from Aon, overall Company performance and the recommendations of the CEO. Once approved by the Compensation Committee, the CEO communicates those decisions to management for implementation. Use of Peer Group Data Our executive compensation program seeks to provide total compensation at pay levels of executives with similar roles at comparable companies when targeted levels of performance are achieved. Use of peer group survey data provided by Aon plays a significant role in the structure of the compensation program. It is an important input in setting base salaries and target levels for cash bonuses and equity awards and to establish target compensation levels that are market competitive in order to attract and retain talent. The Company participates in compensation surveys conducted by Aon each year. The Company has access to the resulting Aon reports, which are specific to the pharmaceutical and biotechnology industries and provide data on salaries, cash bonuses and equity awards for specific job functions. Aon’s input is a significant input for assessing our executive compensation program. With the guidance of Aon, the Compensation Committee determined the Peer Group for use and reference in 2024. The Compensation Committee used the peer data and the assistance of Aon to identify a reasonable reference point for base salaries, cash bonuses and equity awards. The Committee then analyzed