Company: ICUI
Filing Date: 2025-04-03
Form Type: DEF 14A
Source: 0000883984-25-000010
Chunk: 19

Company: ICU MEDICAL INC/DE
Filing Date: 2025-04-03
Form: DEF 14A
Chunk 19
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 Meeting of Stockholders in connection with its review and evaluation of our executive compensation program. At our 2024 Annual Meeting of Stockholders, approximately 96% of the votes cast were voted in favor of our say-on-pay proposal, which we believe affirms our stockholders’ support of our executive compensation program.

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Following the Annual Meeting to which this Proxy Statement relate, our next say-on-pay vote will occur at 2026 Annual Meeting of Stockholders.

During 2024, our management team met with the majority of our top 20 stockholders who collectively own over 80% of the outstanding shares of our Common Stock, along with a number of other stockholders and potential stockholders. Engagement with our stockholders is important and during such engagement we have discussed numerous relevant topics at the forefront of companies today. These discussions covered topics such as financial performance, executive compensation, and the long-term strategy of the Company. We listened carefully to the views of the stockholders and continue to believe that our executive compensation program is aligned with the expectations of the stockholders and investors.

#### How We Determine Executive Compensation

#### Compensation Philosophy and Objectives
Our executive compensation program is designed to align our named executive officers’ interests with those of our stockholders by establishing a direct and meaningful link between our business financial results and their compensation. In determining the target total direct compensation of our named executive officers, the Compensation Committee has been supported by its compensation consultant, as described in greater detail below in “Engagement of Compensation Consultant,” to make decisions after considering the following factors:

• the overall business and financial performance of the Company;

• the individual’s performance, experience and skills;

• the terms of employment agreements or other arrangements with the individual;

• an analysis of competitive market data for similar positions based on the Company’s compensation peer group with a focus on performance-based incentive compensation instead of fixed base salaries; and

• results from the prior year’s Say-on-Pay vote.

The primary objectives of our executive compensation program are to:

• provide competitive total pay opportunities that help attract, incentivize and retain leadership and key talent while focusing on performance-based incentive cash and equity-based compensation;

• establish a direct and meaningful link between business financial results, individual/team performance and rewards;

• provide strong incentives to promote the profitability and growth of the Company, create long-term stockholder value and incentivize superior performance; and

• encourage the continued attention and dedication of our executive officers and provide reasonable individual security to enable our executives to focus