Company: ISRG
Filing Date: 2025-03-14
Form Type: DEF 14A
Source: 0001035267-25-000098
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Company: INTUITIVE SURGICAL INC
Filing Date: 2025-03-14
Form: DEF 14A
Chunk 29
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 of 2024 and will continue our rollout of the Ion system in China in a measured fashion while we optimize training pathways and collect additional clinical data.

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The charts below show our total revenue and the number of da Vinci procedures, system placements, and installed base in 2022, 2023, and 2024.

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#### 2024 Executive Compensation Highlights
Consistent with our business results, the Compensation Committee took the following actions with respect to the 2024 compensation of our NEOs:

• Base Salary. Base salaries were increased in the range of approximately 3% to 17% for our NEOs, which is consistent with the broader company-wide approach to base pay chan ges. These base salary increases took into consideration the changes in responsibilities for each NEO, including any promotions, the competitive market for executive talent, Company performance, and the other factors described in the section entitled “ Executive Compensation Elements ” below.

• Annual Performance-Based Cash Bonuses. The 2024 Corporate Incentive Program (the “CIP”), our annual performance-based cash incentive program, for our NEOs was funded at 113.6% and will be paid out in March 2025. The CIP was funded based on our actual level of achievement as measured against a pre-established adjusted operating income goal and pre-established strategic Company performance goals. See the section entitled “ Annual Performance Based Cash Bonuses ” below for a detailed discussion of the CIP.

• Equity Awards. The Company maintains a performance equity award program to reward the creation of long-term value for the Company and more closely align executives with shareholder interests. Under the performance equity award program in 2024, executives, including the NEOs, were granted performance share unit awards (“PSUs”) as one-half of their equity mix (50%) with the remainder of their equity award value granted in the form of RSUs. The amount of each award was based on several factors, including managing the Company’s burn rate, reducing our equity overhang in the long run, maintaining our ability to compete for outstanding talent, maintaining our corporate compensation philosophies, and the NEO’s experience and performance. The change in equity mix in 2024, which eliminated grants in the form of stock options, was based on investor and employee feedback and aligned better with our corporate compensation philosophies described below.

#### Pay for Performance
We believe our executive compensation program is closely aligned with stockholders’ interests. While base salary and an annual performance-based cash bonus opportunity incentivize the achievement of short