Company: PRI
Filing Date: 2025-04-01
Form Type: DEF 14A
Source: 0000950170-25-048061
Chunk: 49

Company: Primerica, Inc.
Filing Date: 2025-04-01
Form: DEF 14A
Chunk 49
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 Williams  |     | Chief Executive Officer                                   |     | $                 | 7,190,309 |     | -1 |
| Peter W. Schneider |     | President                                                 |     | $                 | 3,874,150 |     |    |
| Tracy X. Tan       |     | Executive Vice President and Chief Financial Officer      |     | $                 | 2,268,128 |     |    |
| Gregory C. Pitts   |     | Executive Vice President (former Chief Operating Officer) |     | $                 | 2,843,950 |     |    |

(1) Would have been $7,632,509 if not for the reduction in compensation requested by our Chief Executive Officer as described elsewhere in this Proxy Statement.

| 50 |

| EXECUTIVE COMPENSATION |

Executive Compensation Practices The chart below indicates certain highlights of our executive compensation program:

| We Do                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                           | We Do Not                                                                                                                                                                                                                                                                                                                                    |
| ✓   Base a majority of total compensation on performance ✓   Set annual corporate performance targets based on objective performance measures ✓   Vest equity awards over time to promote retention ✓   Vest certain equity awards only upon the achievement of objective performance measures ✓   Require executive officers and non-employee directors to hold our common stock through published stock ownership guidelines ✓   Provide only double trigger change-of-control equity acceleration to executives who have change-of-control provisions ✓   Prohibit pledging of our common stock ✓   Make equity awards broadly throughout the organization, including on a performance basis to members of the independent sales force ✓   Mitigate potential dilutive effect of equity awards through a corporate share repurchase program ✓   Retain the right to adjust a portion of short-term incentive compensation to capture personal performance, including the impact of unanticipated events  ✓   Require a minimum notice period and transition cooperation for outstanding equity awards issued to executive officers and certain significant employees to vest upon retirement | ✘ Permit hedging transactions or short sales by employees, officers or directors ✘ Provide significant perquisites ✘ Provide tax gross-ups for perquisites ✘ Offer a pension or supplemental executive retirement plan (SERP) ✘ Provide single trigger payments upon change of control ✘ Provide excise tax gross-ups upon change of control |

| Primerica 2025 Proxy Statement | 51 |

| EXECUTIVE COMPENSATION |

Pay-for-Performance The Compensation Committee structured our 2024 executive compensation program so that a meaningful percentage of compensation is tied to the achievement of challenging