Company: UTZ
Filing Date: 2025-03-13
Form Type: DEF 14A
Source: 0000950170-25-038342
Chunk: 74

Company: Utz Brands, Inc.
Filing Date: 2025-03-13
Form: DEF 14A
Chunk 74
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 compensation program, see “Executive and Director Compensation - Compensation Program Objectives and Design”. The Compensation Committee also assesses target compensation and potentially realizable compensation in addition to compensation actually paid to maintain a holistic understanding of executive total compensation packages. Following the Business Combination, the Company made certain initial awards under its 2020 Omnibus Equity Plan to its NEOs. In fiscal year 2021, the Compensation Committee considered the timing of awards granted to NEOs in the fiscal periods in 2020, and determined to establish a regular grant cycle commencing in fiscal year 2022. The compensation actually paid in the fiscal periods in 2020 generally exceeded fiscal year 2021 and fiscal year 2022 levels for the Company’s first PEO. As is reflected in the tabular disclosure above, compensation actually paid to our First PEO decreased from $ 7,728,482 in the fiscal periods in 2020 to ($ 1,572,541 ) in fiscal year 2021. Over the three-year span from 2020 to 2022, compensation actually paid to our First PEO decreased from $ 7,728,482 in fiscal periods in 2020 to $ 5,856,068 in fiscal year 2022. In December 2022, the Company transitioned to the Company’s Second PEO. In connection with his appointment, our PEO received a time-based RSU award subject to time-based vesting criteria and a PSU that vests

#### 2025Proxy Statement57
PAY VS. PERFORMANCE subject to the Company’s relative TSR. The compensation actually paid to our Second PEO in fiscal year 2023 was below the compensation actually paid to him in fiscal year 2022 and the compensation actually paid to our first PEO in fiscal periods 2020 and 2022, but above that paid to our first PEO in fiscal year 2021. Comparatively, fiscal periods in 2020 compensation actually paid fell above fiscal year 2021 but below fiscal 2022 levels for the Company’s average non-PEO NEO. Over the fiscal periods from 2020 to 2024, average compensation actually paid to the Company’s non-PEO NEOs has fluctuated from year-to-year, as demonstrated in the table above. The Company’s compensation packages take into consideration the Company’s TSR performance relative to its peer companies under its PSU awards. During the period commencing on December 29, 2019, the Company’s TSR performance generally exceeded the