Company: NPO
Filing Date: 2025-03-24
Form Type: DEF 14A
Source: 0001171200-25-000088
Chunk: 22

Company: Enpro Inc.
Filing Date: 2025-03-24
Form: DEF 14A
Chunk 22
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 Inc.                   
 •                            
 Helios Technologies, Inc.    
 •                            
 IDEX Corporation             
 •                            
 Materion Corporation         
 •                            
 Mueller Water Products, Inc. 
 •                            
 Nordson Corporation          | •                                      
 SPX Technologies, Inc.                 
 •                                      
 Standex International Corporation      
 •                                      
 Watts Water Technologies, Inc.         
 •                                      
 Woodward, Inc.                         
 •                                      
 Zurn Elkay Water Solutions Corporation |

| 2025            
 PROXY STATEMENT | 30 | ENPRO 
 INC.  |

| Compensation discussion and analysis |     | WHAT GUIDES OUR EXECUTIVE COMPENSATION PROGRAM |

The prior-twelve-month revenues for the of the peer group companies based on most recently issued financial reports at the time of the study (which was completed prior to the acquisitions of Altra Industrial Motion Corp. and Barnes Group Inc.) ranged from $568 million to $3.3 billion, with median estimated annual revenues of $1.7 billion. For executive compensation purposes, we believe a comparison of the relative size and complexity of a company is more important than a comparison of specific products manufactured. These are the types of companies with whom we compete for management personnel and therefore we believe it is appropriate for us to compare our compensation practices with theirs. Evaluation of incentives for excessive risk. To discourage excessive risk, the Committee seeks to balance:

| • | fixed                      
 and variable compensation, |

| • | short-term                  
 and long-term compensation, |

| • | the                                                                
 performance measures used to determine incentive compensation, and |

| • | the                                               
 level of in-service and post-retirement benefits. |

The Committee has specifically evaluated the company’s compensation structure and practices and concluded that they do not establish incentives for unnecessary or excessive risk. 2024 executive compensation decisions in detail Base salary Base salaries provide a fixed level of compensation. Adjustments to base salary rates typically are made in February of each year and are effective on or about April 1, though mid-year adjustments may be made in the event of promotion or other special circumstance. In 2024, the Committee increased the base salary rate for Mr. Vaillancourt by 7% from the annual salary rate set in 2023 and by an average of 4.5% for the other named executive officers from the levels set in 2023, with individual adjustments ranging from 4% to 6%. Annual performance incentive plan awards The plan used by the Committee to grant annual incentive awards is designed to give executive officers a personal financial incentive to