Company: SSUP
Filing Date: 2025-04-03
Form Type: DEF 14A
Source: 0001140361-25-012052
Chunk: 48

Company: SUPERIOR INDUSTRIES INTERNATIONAL INC
Filing Date: 2025-04-03
Form: DEF 14A
Chunk 48
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 Committee generally targets total compensation at the 50th percentile range of the market data while also taking into consideration the experience level and performance of each NEO. In addition, target compensation for specific executives can be above or below the market median based on the individual’s importance to the organization, the difficulty and cost of replacement, the expected future contribution to the organization, tenure at current position, and skill set relative to the external marketplace.

| 2025 Proxy Statement| 43 |

TABLE OF CONTENTS

| Executive Compensation and Related Information•The Role of Say on Pay |

In 2023, the Human Capital and Compensation Committee re-engaged Meridian to assist it in evaluating the competitiveness of our executive compensation program for fiscal year 2024. The compensation consultant performed an analysis using a comparable industry group with a median revenue of approximately $1.65 billion. Compared to the previous group, Horizon Global Corporation was removed from the Peer Group as it was no longer publicly traded.

| Company Name                     |
| CIRCOR International, Inc.       |
| Commercial Vehicle Group         |
| Cooper-Standard Holdings, Inc.   |
| EnPro Industries, Inc.           |
| Federal Signal Corporation       |
| Gentex Corporation               |
| Gentherm, Inc.                   |
| Modine Manufacturing Corporation |
| Park-Ohio Holdings Corporation   |
| REV Group, Inc.                  |
| Standard Motor Products, Inc.    |
| Stoneridge, Inc.                 |
| The Shyft Group, Inc.            |
| Visteon Corporation              |
| Wabash National Corporation      |

2024 Target Annual Total Direct Compensation Mix Base salary and annual and long-term incentive award opportunities are the core elements of our NEOs’ total direct compensation. A majority of each NEO’s total direct compensation opportunity is comprised of performance-based and at-risk pay. Our annual incentive awards and the performance-based component of our long-term incentive awards are considered performance-based pay, as the payout of these awards is dependent on the achievement of specific performance goals. The time-based portion of our RSU awards is retentive while also aligning with Company performance, as the final value realized is based on the Company’s share price.

| 44 |Superior Industries International, Inc. |

TABLE OF CONTENTS

| Executive Compensation and Related Information•2024 Executive Compensation Components |

2024 Executive Compensation Components Introduction – Elements of Pay The following is a summary of the 2024 core compensation elements (base salary, annual incentive and long-term incentives)