Company: G
Filing Date: 2025-04-09
Form Type: DEF 14A
Source: 0001140361-25-013031
Chunk: 41

Company: Genpact LTD
Filing Date: 2025-04-09
Form: DEF 14A
Chunk 41
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 bonus was set at approximately 125% of his base salary, effective upon his promotion to CEO, and our other named executive officers’ target bonuses were 100% of their base salaries. The compensation committee took into consideration the requirements under each of our named executive officer’s employment agreements in setting their bonus targets. See “—Narrative disclosure to summary compensation table and grants of plan-based awards table—Employment agreements with named executive officers.” Bonus pool At the beginning of 2024, the compensation committee established a target bonus pool for 2024 equal to the aggregate target bonuses for all of the senior vice presidents in the Company, including all of the named executive officers other than the CEO. The bonus pool was to be funded based on the Company’s 2024 adjusted income from operations (“AOI”) margin, revenue and employee engagement score performance, weighted 45%, 45% and 10%, respectively. The bonus pool funding was subject to an additional condition that if the Company’s AOI margin for 2024 was lower than a specified amount, the compensation committee could reduce the bonus pool funding, including to zero, to allow the Company to achieve a specified AOI margin for 2024. The employee engagement metric used for the 2024 bonus pool was the Company’s employee engagement score for 2024, which is calculated by multiplying the Company’s overall employee response rate on its “Amber” platform, an AI-based tool that collects employee feedback and assesses employee sentiment, by the percentage of the Company’s Amber positive mood responses. As in prior years, the compensation committee believes that this employee engagement metric is meaningful because we have observed higher rates of attrition among employees who do not engage with the Amber platform. The potential bonus pool for

| 36 | 2025 Proxy Statement |

TABLE OF CONTENTS

| |EXECUTIVE OFFICER COMPENSATION |

2024 ranged from 0% to 200% of target (with performance between the established levels determined on a straight-line basis), depending on the level of achievement of the AOI margin, revenue and employee engagement score goals and whether the threshold for each metric was met. If the Company achieved the threshold level of at least one of the three metrics, then the bonus pool would be funded based solely on the level of attainment of the metric(s) achieved at the threshold level. The aggregate level of attainment of the goals (based on the weighting of each goal) is referred to as the “Company Multiplier.” The table below sets out the threshold