Company: IONQ
Filing Date: 2025-04-28
Form Type: DEF 14A
Source: 0000950170-25-059289
Chunk: 34

Company: IonQ, Inc.
Filing Date: 2025-04-28
Form: DEF 14A
Chunk 34
---
 to release of material non-public information. We do not have a policy or practice to time equity awards to the release of material non-public information.                                                                      |
| ✓          |     | Compensation Risk Mitigation. We have adopted ownership guidelines, a clawback policy, hedging and pledging prohibitions, and other policies to mitigate compensation-related risk for the organization.                                                                    |     |                   |     |                                                                                                                                                                                                                                                  |

<div align='center'>-22-</div>

| What We Do |     |                                                                                                                                                  |     | What We Do Not Do |
| ✓          |     | Compensation Consultant. Our compensation committee engages its own independent compensation consultant to assist with its compensation reviews. |     |                   |

Overview 2024 Business Highlights Our executive compensation program is designed to align the compensation of our executives with our operating and financial performance to create sustainable value for our stockholders. Accordingly, our executive compensation decisions should be considered in the context of our financial and operational performance during 2024, including: 1) Delivery and commissioning of a Forte Enterprise system in Basel, Switzerland for a customer. 2) Achievement of full year revenue of $43.1 million, representing year-over-year growth. 3) Achievement of full year bookings of $95.6 million. 2024 Executive Compensation Highlights As reflected in our general compensation philosophy and objectives, our executive compensation program is intended to reward performance, attract and retain exceptional talent, and increase stockholder value. Accordingly, our key executive compensation actions in 2024 advanced these objectives: • Competitive Base Salaries —We provided our NEOs with base salary levels that are competitive in the marketplace. • Annual Bonuses Reflecting Pay for Performance —A significant portion of compensation paid to our NEOs consists of performance-based annual bonuses that were only earned based on our achievement of pre-established annual corporate financial and technical milestone goals. • Equity Awards Promoting Our Stockholders’ Interests —Equity incentives constitute a significant majority of the annualized compensation value for NEOs to align their interests with those of our stockholders. In 2023, we made special grants of performance-based restricted stock units (“PSUs”) representing two-thirds of regular annual intended grant value for four years to our then-current NEOs other than Mr. Chapman, with the remaining one-third of regular intended annual grant value delivered annually in the form of service-vesting restricted stock units (“RSUs”). These PSUs were front-loaded with respect to the number of shares subject to the grant. Mr. Chapman requested not