Company: ACIW
Filing Date: 2025-04-21
Form Type: DEF 14A
Source: 0001193125-25-086263
Chunk: 46

Company: ACI WORLDWIDE, INC.
Filing Date: 2025-04-21
Form: DEF 14A
Chunk 46
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% of his base salary at the beginning of 2024, when the sales incentive plan was set. His sales incentive plan was composed of seven metrics covering annual recurring revenue, license revenue from sales and services, and total revenue. He earned approximately 150% of target, or $345,637, from the sales incentive plan. None of the other Named Executive Officers is eligible for an award under the sales incentive plan. Other Cash Awards As previously disclosed, Mr. Kuruvilla was provided with a sign-onbonus equal to $540,000 in connection with commencing employment with the Company to address compensation that he forfeited when he left his prior employer. Such bonus was paid in March 2024.

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Long-Term Incentive Compensation Our LTIP permits the grant of equity awards to our NEOs, executive officers and other key employees. We use equity awards to incentivize these individuals and in other circumstances that may arise from time to time, such as promotions and new hire arrangements. Our equity award grant practices are designed to balance four priorities: (1) our desire to motivate and retain executive talent, (2) our belief in the benefits that accrue to ACI when we align the interests of our management team with those of our stockholders, (3) our need to remain competitive in recruiting, and (4) our need to effectively manage the dilution of stockholders’ interests. In March 2024, the Compensation Committee granted annual long-term incentive awards to our Named Executive Officers, other than our CEO, divided equally between RSUs and PSUs. Our CEO’s annual long-term incentive awards were composed of 65% PSUs and 35% RSUs. The Compensation Committee believes this balance of time-based and performance-based equity incentivizes performance and promotes retention. Annual Equity Awards for 2024 Typically, the size and form of the equity awards for our executive officers are determined in the discretion of the Compensation Committee based on the recommendation of our CEO (except with respect to his own equity award). Among other things, the Compensation Committee considers current market conditions using our compensation consultant’s analysis of competitive market data, the proportion of our total shares outstanding used for annual employee long-term incentive compensation awards (our “burn rate”) in relation to that of the companies in our compensation peer group, the potential dilution to our stockholders (our “overhang”) in relation to the companies in our compensation peer group, and the other factors described under “Compensation-Setting Process – Factors Considered in Compensation