Company: PLPC
Filing Date: 2025-03-21
Form Type: DEF 14A
Source: 0001628280-25-014223
Chunk: 17

Company: PREFORMED LINE PRODUCTS CO
Filing Date: 2025-03-21
Form: DEF 14A
Chunk 17
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 is considered, in recognition that the optimal compensation program motivates employees to improve Company results on a cost-effective basis. Typically, the Committee finalizes compensation elements for a calendar year in December of the prior year. Tools and Findings from Analysis . The Committee relies upon several tools to analyze the compensation program internally and within the competitive landscape. Historically, these tools have been outside data compiled by various consultants, tally sheets detailing overall compensation packages for each individual officer and discussions with the CEO regarding performance levels and goals. The Committee also considers the results of the most recent non-binding advisory “say on pay” vote of the Company’s shareholders on executive compensation.

| 152024 Proxy Statement | PREFORMEDLINEPRODUCTSCOMPANY |

| DIRECTORS AND EXECUTIVE OFFICERS COMPENSATION |
| Compensation Discussion and Analysis          |

1. Consultant . The Committee has the authority to retain its own advisor. For 2024 , the Committee did not retain an advisor. 2. External Data . The Committee generally strives to compensate the officers at median within a few years of service. The Committee generally relies upon various independent surveys, which are matched to specific positions with similar functional descriptions as those for the officers. The Committee reviews surveys primarily to gain perspective on how the Company’s executive compensation compares to other similarly-sized companies so that it can assess whether the Company’s pay levels are generally competitive and represent a reward for strong performance. For 2024 , the Committee utilized the Willis Towers Watson annual compensation level survey. Using this independent survey, the Committee analyzed the compensation paid to officers, including the CEO, compared against the compensation paid to executives holding equivalent positions in the peer classification group, consisting of surveyed manufacturing industry companies with revenue between $500 million and $1 billion (the “Peer Group”). The Committee reviews base salary and total compensation at the 25 th , median and 75th percentile levels to highlight where the Company’s compensation is relative to peers for competitive purposes and considers the individual’s experience and performance and the Company’s results. For 2024 , the officers, including the CEO, were between the 25th and 75th percentile when reviewing base salary alone, which reflects the range of the years of experience of the officers in their respective roles, and the Committee increased the salaries of the NEOs other than the Executive Chairman based on those factors. The Committee also reviews total cash compensation, which includes salary and the maximum available bonus for the officers, and compares that data with the Peer Group data. The Committee does not engage in specific benchmark