Company: EME
Filing Date: 2025-04-23
Form Type: DEF 14A
Source: 0001140361-25-015031
Chunk: 29

Company: EMCOR Group, Inc.
Filing Date: 2025-04-23
Form: DEF 14A
Chunk 29
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 on financial measurements could have been paid to any named executive officer. For 2024, our adjusted earnings per share was $21.54 and our 2024 Cash Flow Ratio was approximately 105% which, in accordance with the Matrix, permitted payment to each named executive officer of his or her Maximum Potential Incentive Award based solely on financial metrics. However, the Compensation Committee also determined that each named executive officer had achieved his or her personal goals and objectives for 2024 as described below. A summary of the Matrix containing key threshold levels is set forth below.

| Adjusted Earnings per Share |     | Threshold 
 $12.50    |     | Target 
 $13.90 |     | Maximum 
 $15.86  |
| Cash Flow Ratio 100%        |     | 0%        |     | 120%   |     | 330%(1) |
| Cash Flow Ratio 70%         |     | 0%        |     | 100%   |     | 275%(1) |
| Cash Flow Ratio 20%         |     | 0%        |     | 40%    |     | 110%    |

| (1) | While the Matrix contains these percentages, the Maximum Potential Incentive Award for the named executive officers would be as follows: Mr. Guzzi, 300%; Ms. Mauricio, 200%; and Mr. Nalbandian, 200%. |

As indicated above, under our Annual Incentive Program, during the first quarter of each calendar year, our Chief Executive Officer proposes for each of our other named executive officers such officer’s personal goals and objectives for the year. The Compensation Committee reviews those goals and objectives, which are subject to its approval. In the case of our Chief Executive Officer, the Compensation Committee and Lead Director agree on his annual personal goals and objectives. Under the Annual Incentive Program, if a named executive officer is not paid the Maximum Potential Incentive Award based solely on financial measures, then we may pay such named executive officer an award based upon his or her personal goals and objectives; provided that in any case, such an award may not exceed 20% of the total award paid to such named executive officer or, if no award is payable based on financial

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measures, 20% of the Financial Target Bonus. For 2024, the named executive officers received the Maximum Potential Incentive Award based solely on financial measures and, as a