Company: SYY
Filing Date: 2025-10-02
Form Type: DEF 14A
Source: 0000096021-25-000147
Chunk: 35

Company: SYSCO CORP
Filing Date: 2025-10-02
Form: DEF 14A
Chunk 35
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, the CLD Committee confirmed that Semler Brossy operates independently fromSysco with no conflicts of interest arising from their advisory services provided to the CLD Committee. DuringFY25, Semler Brossy provided strategic guidance, including the following:•Reviewed the relevance and appropriateness of the peer group utilized for benchmarking executivecompensation, as detailed in the section titled “Executive Compensation Peer Group;”•Compared base salaries and targeted total direct compensation for NEOs against the peer group to ensure ourexecutive compensation remains competitive and aligned with industry standards;•Conducted an in-depth analysis of Sysco’s pay-for-performance philosophy, assessing the alignment betweenthe NEO’s realizable pay and the Company’s total shareholder return (“TSR”) relative to the peer group;•Advised on the design of incentive plans, including adjustments to address stockholder feedback and alignincentives with long-term stockholder interests; and•Provided updates regarding changes in regulatory requirements and governance standards, keeping the CLDCommittee informed about the evolving landscape that could impact our executive compensation practices. |

| 38 | SYSCO CORPORATION//2025 Proxy Statement |

COMPENSATION DISCUSSION AND ANALYSIS How Executive Pay is Established

| Sysco’s HumanResources | Sysco’s HR leadership plays an integral role in supporting the CLD Committee by providing strategic insights andfacilitating informed decisions regarding executive compensation, Their expertise ensures alignment betweencompensation practices, company performance, and internal equity. Key contributions included the following:•Assisted the CEO in developing recommendations for base salary ranges, the design of annual and long-termincentive programs, and the establishment of target award levels for the NEOs, other than the CEO;•Delivered detailed projections of expected payment levels for annual and long-term incentive awards; and•Provided the CLD Committee with comprehensive analyses evaluating the internal equity of compensationacross the organization. |

Executive Compensation Peer Group The CLD Committee regularly evaluates the suitability of the executive compensation peer group by considering key criteria such as revenue, market capitalization, and earnings before interest and taxes. Through both quantitative and qualitative assessments, the CLD Committee has identified relevant companies for executive compensation comparison. Specifically, we focus on companies in the logistics, distribution, consumer products, and retail industries that fall within a defined range of Sysco’s revenue and market capitalization. This includes: • Two U.S. public companies in the foodservice distribution sector; and • Sixteen companies in other sectors that share a similar business