Company: SSUP
Filing Date: 2025-04-03
Form Type: DEF 14A
Source: 0001140361-25-012052
Chunk: 44

Company: SUPERIOR INDUSTRIES INTERNATIONAL INC
Filing Date: 2025-04-03
Form: DEF 14A
Chunk 44
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 Compensation |

| Notes:                                                                                                                                                                                                                                                                                                                                                                                        |
| The table above depicts theTargetvalue of PRSUsgrantedin 2022. TheRealizedvalue represents the value of the 2022 PRSUswith actual payout factor applied.Targetvalue reflects 397,196 target PRSUs multiplied by grant date closing share price of $4.01 (grant date of 3/2/2022).Realizedvalue of the PRSUs uses a share price of $2.04 as of 12/31/2024 with a performance factor of 96.63%. |

The Role of Say on Pay Superior is committed to proactive engagement, communication, and transparency with stockholders. At our 2024 annual meeting, we received support from approximately 85% of votes cast for our NEO compensation through the Say-on-Pay vote, following a vote of approximately 95% for Say-on-Pay in 2023. The Human Capital and Compensation Committee will continue to monitor the performance of Superior’s pay programs and make any changes as deemed necessary in the overall context of Company performance. The Company believes it has effectively listened to its stockholders in previous years, understands their viewpoints and is committed to courses of action that will drive long-term stockholder value. Based on these discussions, the Human Capital and Compensation Committee decided to retain the overall structure of our compensation program in 2024, adhering strictly to our pay-for-performance philosophy. CEO and other NEO targeted cash and equity grant levels did not change from last year, and there was no issuance of any special grants or payments. For the 2024-2026 Long Term Incentive grant, the Committee decided to retain the single metric of Relative TSR, and also retain the measurement of Relative TSR performance over a 1-, 2-and 3-year period. The purpose of this structure is to encourage rapid and sustained shareholder value creation over the course of the full three-year performance period. Compensation Governance and Alignment with Stockholders Superior’s executive compensation program is designed to attract, retain and motivate the leaders who drive successful results through execution of our business strategies. It seeks to balance achievement of targeted near- term results with long-term stockholder creation value through sustained execution. The Human Capital and Compensation Committee continues to monitor and review the compensation program against our financial performance and continues to monitor the market to ensure competitive and performance driven plans.

| 40 |Superior Industries International, Inc. |

TABLE OF CONTENTS

| Executive Compensation and Related Information•The Role of Say