Company: CNDT
Filing Date: 2025-04-08
Form Type: DEF 14A
Source: 0001677703-25-000062
Chunk: 64

Company: CONDUENT Inc
Filing Date: 2025-04-08
Form: DEF 14A
Chunk 64
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-term incentive payment (Non-Equity Incentive Award) for 2024 performance, reflected above at actual achievement against performance goals, inclusive of adjustments for individual contributions and performance results for the executive’s function or business unit.

For the equity incentive awards, pursuant to the terms of the grant agreements and the U.S. Executive Severance Policy, the NEOs would be entitled to receive continued vesting through a 52-week severance period (the column reflects a vesting period continued through December 31, 2025), including corresponding vesting of restricted stock units, and performance based restricted stock units (based on the number of full months included during the severance period), with the number of performance stock units earned based on actual performance achievement.

The amounts reflected here list the 2023 & 2024 PRSU—rTSR awards at target; the 2023 PRSU—Revenue Growth awards at 55.42% (an average of 66.25% for 2023 performance, 0% for 2024 performance and 100% target for 2025 performance); and the 2024 PRSU—Revenue Growth awards are shown at 84.91% (an average of 54.74% for 2024 performance, and target performance for both 2025 and 2026).

(C) If there was a change in control on December 31, 2024, our named executive officers would have been covered under the Executive Change-in-Control Severance Plan (“ CIC Plan ”) with severance period multiples as described below, which provides them specified severance benefits if, within 90 days prior to, or within 12 months (or, for our CEO, 24 months) following a change in control of Conduent, their employment was terminated either involuntarily other than for cause, death or disability, or voluntarily for good reason. This arrangement whereby change in control severance benefits are provided only upon a qualifying termination event following a change in control is commonly described as “double-trigger.”

Change in control severance benefits for these named executive officers include:

• A lump sum cash payment equal to two and one-half times the sum of the then-current annual base salary and short-term incentive award target for Mr. Skelton;

• A lump sum cash payment equal to two times the sum of the then-current annual base salary and short-term incentive award target for Messrs. Wood, Krawitz, Prout, and McDaniel;

• Continuation of specified welfare