Company: RPTX
Filing Date: 2025-04-29
Form Type: DEF 14A
Source: 0001193125-25-103764
Chunk: 43

Company: Repare Therapeutics Inc.
Filing Date: 2025-04-29
Form: DEF 14A
Chunk 43
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, approved increases in base salary of 2% to 3% based on a review of market data, individual performance and experience and recommendations from Aon, as well as general cost of living increases. These increases were effective as of January 1, 2024. 30

Non-EquityIncentive Plan Compensation Under the terms of their employment agreements, our named executive officers are eligible to receive discretionary annual bonuses of up to a specified percentage of each executive’s gross base salary based on individual performance, company performance against corporate goals or as otherwise determined appropriate by the compensation committee. Target awards are set at the market median with actual awards higher or lower based on performance. Corporate performance goals vary from year to year, and may be based on criteria such as the progress of our research and clinical development programs, financial metrics and strategic collaborations that support our plans. Based on performance against these goals, the compensation committee determines the cash bonus earned by our named executive officers. The compensation committee determines whether any weighting will be applied to each of the goals that comprise the established corporate performance goals. The compensation committee applies a performance weighting to each goal relative to our overall performance to reflect the prioritization of key business objectives. Additionally, a weighting between corporate performance and individual performance is also applied for each named executive officer to reflect the level of impact such individual would be able to make on the overall corporate performance. The relative weighting for corporate versus individual performance was as follows for 2024.

| Named Executive Officer    |     | Weighting of    
 Corporate Goals 
 (%)             |     |     | Weighting of 
 Individual   
 Performance  
 Assessment   
 (%)          |    |
| Lloyd M. Segal             |     |                 | 100 |     |              |  — |
| Maria Koehler, M.D., Ph.D. |     |                 |  75 |     |              | 25 |
| Michael Zinda, Ph.D.       |     |                 |  75 |     |              | 25 |

The compensation committee and our board of directors review our achievement of the corporate goals in their totality, considering our overall performance for the year and come to a general overall conclusion as to whether the corporate goals were met, and whether there were any other extraordinary factors that should be considered in determining the amount of bonus earned for the year. The board believes that maintaining discretion to evaluate corporate performance at the close of the year based on the totality of the circumstances, and the discretion to award or fail to award bonus compensation without reliance on