Company: TCMD
Filing Date: 2025-03-28
Form Type: DEF 14A
Source: 0001558370-25-003924
Chunk: 20

Company: TACTILE SYSTEMS TECHNOLOGY INC
Filing Date: 2025-03-28
Form: DEF 14A
Chunk 20
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 compensation program. Coda does not provide any other services to the Company. The Compensation and Organization Committee has determined that the work of Coda has not raised any conflict of interest. The Compensation and Organization Committee reviewed a report prepared by Coda reflecting a benchmarking review of our executive compensation program, including base salary, cash incentive and equity award levels for our executives, compared to competitive practice for companies in related businesses of similar size and market value. In connection with making 2024 executive compensation determinations, the competitive compensation data was analyzed for an 18-company peer group of publicly traded medical device and technology companies using the most recent annual meeting proxy statements, annual reports and 8-K filings. The 18 companies included in the peer group were:

| ​                             | ​                           | ​ |                         | ​ | ​ |
| ​​​​​                         | ​                           |   | ​                       |   |   |
| ●AngioDynamics, Inc.          | ●Cutera, Inc.               |   | ●Nevro Corp.            |   |   |
| ●Artivion, Inc.               | ●Glaukos Corporation        |   | ●Outset Medical, Inc.   |   |   |
| ●AtriCure, Inc.               | ●Inogen, Inc.               |   | ●SI-BONE, Inc.          |   |   |
| ●Axogen, Inc.                 | ●iRhythm Technologies, Inc. |   | ●STAAR Surgical Company |   |   |
| ●Axonics, Inc.                | ●LeMaitre Vascular, Inc.    |   | ●Surmodics, Inc.        |   |   |
| ●Cardiovascular Systems, Inc. | ●MiMedx Group, Inc.         |   | ●Zynex, Inc.            |   |   |

Although the Compensation and Organization Committee does not rely solely on benchmarking to determine any element of compensation or overall compensation, the Compensation and Organization Committee does believe that compensation data is important to the competitive positioning of the Company’s compensation levels. The Committee utilized this data to assess whether our executive compensation falls within a competitive range against industry norms. For 2024, the Committee generally targeted the 50 thpercentile of our peer group for benchmarking purposes. Executive Compensation Components and 2024 Determinations Our executive compensation program in 2024 consisted of base salary, cash incentive bonuses, long-term incentive compensation in the form of performance stock units (“