Company: KELYB
Filing Date: 2025-04-14
Form Type: DEF 14A
Source: 0001193125-25-080159
Chunk: 53

Company: KELLY SERVICES INC
Filing Date: 2025-04-14
Form: DEF 14A
Chunk 53
---
000 |
| Former Executives       |     |           |   |         |     |           |     |     |   |     |           |   |           |     |             |     |      |   |     |           |   |         |
| Olivier G. Thirot       |     |           | $ | 681,000 |     |           |     |  85 | % |     |           | $ |   578,850 |     |             |     | 58.9 | % |     |           | $ | 374,993 |
| Dinette Koolhaas        |     |           | $ | 142,301 |     |           |     |     |   |     |           |   |           |     |             |     |  0.0 | % |     |           |   |     n/a |

Notes:

| • |     | 2024 STIP Payout amounts for all active named executive officers are rounded to the nearest thousand; |

| • |     | Mr. Quigley’s final payout percentage of 58.9% was determined by the Committee based on overall assessment of the Company’s 2024 results; and |

| • |     | For consistency, Mr. Thirot’s amount is shown in USD using the IRS Yearly Average Currency Exchange Rate for Switzerland of 1.135. The actual exchange rate reflects the then-current rate; |

Special Awards As part of the total pay package necessary to recruit Mr. Anderson, a cash sign-onbonus of $750,000 was provided to offset the value of his former employer’s bonus payout he was walking away from. Long-Term Incentives The EIP provides for long-term incentives that reward executives for achieving the Company’s long-term growth and profitability goals. Long-term incentive compensation is also intended to help the Company retain key employees, and provide those employees shared financial interests with the Company’s shareholders and positively influence their job performance and longer-term strategic focus. The EIP allows for grants of equity and non-equityawards to key employees. The Committee believes that compensation programs for the Company’s senior officers should include strong alignment between pay and performance, with a significant portion of “at risk” pay. As a result, the Committee has provided regular long-term incentives for senior officers, including the named executive officers that heavily emphasize performance shares and places a lower weighting on restricted stock. In 2024 our CEO continued to receive a heavily performance-based LTI grant with