Company: RSI
Filing Date: 2025-04-14
Form Type: DEF 14A
Source: 0001793659-25-000098
Chunk: 46

Company: Rush Street Interactive, Inc.
Filing Date: 2025-04-14
Form: DEF 14A
Chunk 46
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 The Compensation Committee's review incorporated a scorecard of individualized qualitative and quantitative actions and measures relevant to the fiscal year for the relevant NEO and a discussion of continuing areas of opportunity.

#### Long-Term Equity Incentives
We grant to our executives, including our NEOs, long-term incentive awards under our Equity Incentive Plan ("LTIP Awards"). These LTIP Awards are issued annually and are earned either upon the achievement of certain pre-established goals or performance metrics or upon the passage of time. LTIP Awards are paid to incentivize the achievement of long-term qualitative and quantitative performance metrics, with the amount of the LTIP Awards determined by the Board (with input from the Compensation Committee). For 2024, we granted to our NEOs LTIP Awards comprised (calculated based on grant date fair value): (i) 50% of restricted stock units with market conditions ("PSUs") vesting after the completion of a performance period ending on December 31 of the third calendar year after the date of grant, (ii) 30% of time-based restricted stock units ("RSUs") vesting ratably over a three-year term, and (iii) 20% of time-based stock options ("Stock Options") vesting ratably over a three-year term.

PSUs are a substantial, at-risk component of our NEO’s compensation tied to our long-term performance. The number of PSUs that vest depends entirely on the Company’s total stockholder return relative to the other peer companies (“Relative TSR”) for the applicable performance period, and can range from 0% to 200% of the target award. To earn a target award, the Company must achieve a Relative TSR performance at the 55th percentile relative to our designated peer group, with companies in the designated peer group that the Compensation Committee deems to be "direct competitors" being counted twice when determining this percentile. Achievement below the 30th percentile results in no shares vesting under the PSUs, and if the Relative TSR is negative for the performance period, then the maximum vesting percentage is 100%. The Compensation Committee chose Relative TSR as it continues to be an objective and meaningful metric to evaluate our performance against that of other peer companies and to align the interests of our NEOs with the interests of our stockholders in creating long-term value.

We measure Relative TSR for the applicable performance period based on the change in each peer company’s stock price during that period, taking into account any dividends paid during that period, which are assumed to be