Company: RRGB
Filing Date: 2025-04-24
Form Type: DEF 14A
Source: 0001104659-25-038610
Chunk: 21

Company: RED ROBIN GOURMET BURGERS INC
Filing Date: 2025-04-24
Form: DEF 14A
Chunk 21
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 of measurable corporate objectives; and • Paying for superior results through a program that incentivizes and rewards achievement of both short-term and long-term organizational and functional objectives with a mix of compensation elements that place a significant portion of cash and equity compensation at risk. PAY FOR PERFORMANCE ALIGNMENT Our compensation program is designed to pay for performance and is comprised of performance-based STI and LTI awards. Such compensation varies in value and is at-risk of forfeiture or reduced payout if performance goals are not achieved or our stock price declines. Performance metrics used for the annual and LTI programs are reviewed and approved by the Compensation Committee. RSUs vest ratably over multiple years, the value of which is dependent, in part, on the Company’s stock price. PSUs vest at the end of the three-year performance period only to the extent the Company achieves certain Relative Total Shareholder Return goals. COMPENSATION DECISION PROCESSES OVERVIEW ✓ Executive compensation decisions are made by our Compensation Committee, which is comprised solely of independent directors. ✓ When making compensation decisions, our Compensation Committee receives input from its independent compensation consultant and recommendations from our CEO for the CEO’s direct reports. Our Compensation Committee reviews benchmarking data of a peer group of restaurant companies as one input into the pay decision process. Other factors that influence pay decisions include, but are not limited to Company performance, individual performance, scope of responsibility, critical needs and skill sets, leadership potential, succession planning, and retention. COMPENSATION SETTING The Compensation Committee approves target total direct compensation levels for named executive officers by establishing base salaries and setting annual and long-term incentive compensation targets. The Company makes pay decisions based on a variety of factors, including: • Company performance • Company strategy and alignment of incentives • Benchmarking data from our restaurant peer group for target total direct compensation (base salaries, STIs, and LTIs), based on disclosure in peer proxy statements and other applicable survey data 29

TABLE OF CONTENTS

• Individual performance, skill set, and areas of responsibility relative to the market data • Compensation relative to other executive officers in the Company • Advice from the Compensation Committee’s independent compensation consultant • The CEO’s recommendations with respect to the compensation of the executives who report directly to the CEO, including the other named executive officers • Management succession planning and retention • Results of the Company’s say-on-pay advisory votes in prior years CONSIDERATION OF PRIOR SAY-ON-PAY AND SAY-ON-FREQUENCY VOTES At our 2024 annual meeting of stockholders, over