Company: G
Filing Date: 2025-04-09
Form Type: DEF 14A
Source: 0001140361-25-013031
Chunk: 34

Company: Genpact LTD
Filing Date: 2025-04-09
Form: DEF 14A
Chunk 34
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, considering information such as the factors listed above, as well as input from our CEO, shareholder feedback, publicly available information on compensation practices in our industry, and information and advice provided by compensation consultants. Base salaries and target annual bonuses for 2024 were reviewed at the end of 2023 and adjustments were approved by the compensation committee for our named executive officers. Base salary and target bonus increases for 2024 were made effective January 1, 2024, other than for Mr. Kalra, whose compensation as CEO was effective on February 9, 2024, the date he became our CEO. The performance goals for our 2024 annual bonus plan and the 2024 PSU awards were approved by the compensation committee in early 2024 based on expected financial performance for the full year 2024 and multi-year goals and reflected the Company’s strategic and operational short- and long-term priorities, including in the case of the PSU awards the Company’s multi-year goals for revenue and adjusted diluted earnings per share growth. The compensation committee determined at that time that the targets under our 2024 incentive compensation plans were challenging to achieve but attainable without taking excessive risk. Role of CEO in compensation decisions In late 2023, our former CEO made recommendations to the compensation committee on adjustments to the base salaries and target bonuses of the other named executive officers for 2024 as well as grants of long-term incentive awards. After the end of the 2024 fiscal year, the compensation committee and the CEO discussed our business performance, his performance and his evaluation of the level of achievement of the individual objectives set forth in the 2024 bonus scorecards of the other named executive officers. The compensation committee took into consideration the CEO’s recommendations but made the final decisions on compensation as it deemed appropriate. The compensation committee, without the CEO present, determined the CEO’s 2024 compensation. Role of consultants and advisors in compensation decisions The compensation committee has the authority to retain and terminate an independent third-party compensation consultant and to obtain independent advice and assistance from internal and external legal, accounting and other advisors. The compensation committee has periodically engaged an independent compensation consultant that advises on compensation trends and best practices, plan design, and the competitiveness of CEO compensation. In connection with the compensation committee’s determination of Mr. Kalra’s compensation as CEO, in September 2023, the compensation committee reviewed materials prepared by FW Cook, an independent compensation consulting firm, setting forth FW Cook’s evaluation and recommendations regarding new CEO compensation for 2024 using 2023