Company: SVV
Filing Date: 2025-04-21
Form Type: DEF 14A
Source: 0001883313-25-000019
Chunk: 40

Company: Savers Value Village, Inc.
Filing Date: 2025-04-21
Form: DEF 14A
Chunk 40
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 executive compensation and establishing the design and mix of specific elements, the Committee may consider a number of quantitative and qualitative factors, including:

• individual executive performance and responsibilities

• market data and peer practices

• retention, leadership stability and continuity, succession planning, and organizational changes

• our broad-based talent and rewards practices and strategies

• our key business priorities and Company and divisional performance

• our business culture and core values

• stockholder feedback, including our say-on-pay vote

• employment terms and contractual negotiations

• risk mitigation strategies, and the balance of risks and rewards

The Board reviews with our executives the annual and multi-year business plans for Savers, which form the basis of the financial performance targets for our short-and long-term incentive plans. The Committee or Board may invite our executive officers to discuss business and organizational strategies and to attend portions of its meetings on various topics, which provides additional context for executive compensation decisions. For NEOs other than our CEO, the Committee or Board may consider compensation recommendations from the CEO and the results of individual performance evaluations of these other NEOs by the CEO, among other factors.

#### The Role of our Peer Group
The Committee uses peer group data to inform its compensation decision-making for our NEOs. Peer group data allows the Committee to evaluate the competitiveness of NEO compensation and our program design, as well as marketplace practices and the relationship of pay and performance on a relative basis.

The Committee believes that peer group data provides important context for its compensation decisions. At the same time, the Committee recognizes that our off-price retail business model, in combination with our size and global focus, is distinct from other companies, and that the retail environment in recent years has presented challenges when evaluating companies for comparability to Savers.

The Committee does not rely on strict benchmarking or target any element of NEO compensation by reference to any specified level of compensation within the peer group. The Committee monitors Savers’ performance relative to the peer group, but has not adopted a formulaic approach for evaluating relative performance and determining its impact on our compensation program. The Committee may also supplement peer group data from time to time with additional case studies and market data to provide further context for its compensation decisions.

| Savers Value Village, Inc. | 33 |     | 2025 Proxy Statement |

Table of C ontents

#### Peer Group Evaluation Criteria
The Committee expects to annually assess the composition of the peer group and may consider criteria beyond standard industry classifications in constructing and evaluating the peer group, including:

• business focus and industry