Company: KELYB
Filing Date: 2025-04-14
Form Type: DEF 14A
Source: 0001193125-25-080159
Chunk: 41

Company: KELLY SERVICES INC
Filing Date: 2025-04-14
Form: DEF 14A
Chunk 41
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 • |     | Equity Incentive Plan (“EIP”) provides the Committee the ability to grant long-term incentive (“LTI”) opportunities, in various award types, that focus on the long-term performance of the Company and align the interests of senior officers with those of shareholders; |

| • |     | continued with three annual goals for performance-based LTI program; |

| • |     | continued with 100% cliff-vesting at the end of the three-year performance period for any earned performance-based LTI; |

| • |     | 2024 LTI target award opportunity was granted in a mix as follows: |

|                                    |     | Percent of LTI Target Award Opportunity Delivered as: |     |     |     |                               |     |     |
|                                    |     | Performance Shares                                    |     |     |     | Time-Based Vesting Restricted 
 Shares                        |     |     |
| CEO                                |     |                                                       |     | 75% |     |                               |     | 25% |
| All Other Named Executive Officers |     |                                                       |     | 60% |     |                               |     | 40% |

| 46 |

Compensation Discussion and Analysis

| • |     | year one of the 2024-2026, year two of the 2023-2025 and year three of the 2022-2024 Performance Shares were earned at 75.78% of target for the 2024 assessment period; and |

| • |     | granted special long-term equity recognition award to three named executive officers. |

Annual Say on Pay Vote The frequency of the Company’s Say on Pay vote is annual and, as such, the Committee considers the shareholder advisory vote on executive compensation as disclosed in the Company’s Proxy Statement each year. In 2024, 99%of the shares represented at the meeting approved the Say on Pay proposal. The Committee considered this result as a factor in its decision to maintain the general design of the Company’s compensation programs. However, we continue to evaluate our executive compensation program and make changes to further align with our strategic priorities and to reward short- and long-term business success. We designed a program that aligns with shareholder interests, incentivizes growth and operational excellence, and demonstrates a clear linkage between compensation and performance. The program continues to seek to ensure pay for performance and minimize incentives for management to take excessive risks. The Committee worked with management and its independent compensation consultant, as described later in this document, to review