Company: LGN
Filing Date: 2025-08-15
Form Type: S-1
Source: 0001193125-25-181698
Chunk: 187

Company: Legence Corp.
Filing Date: 2025-08-15
Form: S-1
Chunk 187
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 achievement of performance targets for 2024. These performance targets were determined by the Board of Managers of Legence Parent early in the year, after taking into consideration the Chief Executive Officer’s recommendations, our financial results from the prior year, and our annual operating budget for the year. The target amount of each named executive officer’s annual bonus under the 2024 EIP was based on a percentage of the named executive officer’s base salary as of December 31, 2024, as shown below.

| Calendar Year 2024 Target Annual Incentive 
 Opportunities                              |     |                    |     |                |
| Name                                       |     | Target Award (% of 
 Base Salary)       |     | 100% of Target 
          Award |
| J. Sprau                                   |     | 75%                |     |       $582,188 |
| S. Butz                                    |     | 60%                |     |       $306,029 |
| G. Barnes                                  |     | 50%                |     |       $205,965 |
| B. Seki                                    |     | 50%                |     |       $201,825 |

In 2024, the annual bonus opportunities under the 2024 EIP for each named executive officer were based on (a) a Company EBITDA target (to be calculated before the payment of any bonuses and/or corporate allocations to business units), which accounted for 70% of the total bonus opportunity (the “EBITDA Component”), (b) a safety achievement payout (measured by the Company’s consolidated total recordable incident rate for 2024), which accounted for 5% of the total bonus opportunity (the “Safety Component”), (c) the approval by the Board of Managers of Legence Parent of a sustainability plan for the Company, which accounted for 5% of the total bonus opportunity (the “Sustainability Component”), and (d) the achievement of the named executive officer’s personal goals, which accounted for 20% of the total bonus opportunity (the “Personal Component”). Each named executive officer (other than the Chief Executive Officer) worked with the Chief Executive Officer early in the year to define such named executive officer’s personal goals based upon that named executive officer’s duties and areas of responsibility, which personal goals were then presented to, and approved, by the Board of 134

Managers of Legence Parent. The personal goals for the Chief Executive Officer were determined in a similar manner, but the Chief Executive Officer worked