Company: NSP
Filing Date: 2025-04-15
Form Type: DEF 14A
Source: 0001000753-25-000013
Chunk: 42

Company: INSPERITY, INC.
Filing Date: 2025-04-15
Form: DEF 14A
Chunk 42
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 stockholder value. Long-term equity incentive awards are made under the stockholder-approved Incentive Plan. The objectives of the Incentive Plan are to:

• provide incentives to attract and retain persons with training, experience and ability to serve as an executive officer;

• promote the interests of the Company by encouraging executive officers to acquire or increase their equity interest in the Company;

• incent executive officers to achieve long-term performance goals and increase stockholder value;

• provide a means by which executive officers may develop a sense of proprietorship and personal involvement in the development and financial success of the Company; and

• encourage executive officers to remain with, and devote their best efforts to the business of, the Company, thereby advancing the interests of the Company and our stockholders.

#### Insperity312025 Proxy Statement

#### Long-Term Equity Awards Granted in 2024
In February 2024, the CEO presented to the Compensation Committee his recommendations for long-term incentive awards for the other executive officers. His recommendations as to the amount and form of awards to be granted were based on a number of factors, including, the importance of each executive officer’s role in the Company’s future business operations, equity pay practices of competitor companies, annual expense to the Company of equity awards, and the Company’s own past practices in granting equity awards. The Compensation Committee then determined and approved the awards for our executive officers, including the CEO, based upon the above noted factors. The Compensation Committee approved 2024 target LTI opportunities for the NEOs that represented increases in the following amounts:

• Our CEO received an 8% increase to help maintain target total direct compensation near the market median

• Our other NEOs received increases ranging from 10% to 23% 6 , all of which were intended to reflect strong individual performance and better position the executives near the market median

Please see “— Assessing External Market Compensation Practices ” later in this CD&A for additional Compensation Peer Group information.

| Executive                                                                         |     | Total LTI Grant Date Fair Value |     | Restricted Stock Units |     |        |     |            |     |                |     | Performance Shares under LTIP |     |        |     |            |
| Weighting                                                                         |     |                  Shares Granted |     | Grant Date Fair Value  |     |        |     |  Weighting |     | Shares Granted |     | Grant Date Fair Value         |     |        |     |            |
| Chief Executive Officer and Chairman of the Board                                 |     |                      $