Company: PBH
Filing Date: 2025-06-27
Form Type: DEF 14A
Source: 0001295947-25-000021
Chunk: 38

Company: Prestige Consumer Healthcare Inc.
Filing Date: 2025-06-27
Form: DEF 14A
Chunk 38
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 the minimum (threshold) amount and the maximum amount, inclusive of the target amount based on the Company’s performance.

|                    |           |     | Performance Level/Payout (MIL) |              |               |        |
| Metric             | Weighting |     | Threshold(50%)                 | Target(100%) | Maximum(200%) | Payout |
|                    |           |     |                                |              |               | 98.6%  |
| AIP Net Sales      |           |     |                                |              |               |        |
| AIP AdjustedEBITDA |           |     |                                |              |               |        |

Following the close of the fiscal year, the Compensation and Talent Management Committee assesses the Company’s performance against the pre-determined performance targets and determines the amount, if any, of bonus earned by the executive officers. To be eligible to receive cash incentive compensation, the executive must be employed with the Company at the time payments are made by the Company. Even with a very challenging macroeconomic environment and supply chain disruptions in 2025, our 2025 Net Sales and Adjusted EBITDA for the Company were $1,137.7 million and $374.5 million, respectively. Based on the results of these financial metrics, our named executive officers earned 98.6% of their target bonus. While the entire leadership team performed very well in the challenging macroeconomic environment, the Compensation and Talent Management Committee elected to award additional bonus to Ms. Sacco and Mr. P’Pool. When determining the adjustments to individual bonus payouts, the Compensation and Talent Management Committee considered each named executive officers’ achievement against their respective goals. Any adjustments to the payouts are linked to the goals and objectives set for the individual by the CEO or in the case of the CEO, by the Compensation and Talent Management Committee. Key achievements by our named executive officers considered by the Compensation and Talent Management Committee for 2025 included:

| Name               | Individual Performance Highlights                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                         | IndividualAdjustment |
| Ronald M. Lombardi | For Mr. Lombardi, our President and Chief Executive Officer, (a) successfullylead the Company through the challenging macroeconomic environmentcreated by significant supply chain challenges, delivering solid financialperformance, (b) delivered cash flow of over $240 million despite inventoryimpacted by supply chain issues, (c) managed significant debt paydown withleverage below targeted level by year end, (d) made meaningful progress incustomer service levels and cost reductions and (