Company: IONQ
Filing Date: 2025-04-28
Form Type: DEF 14A
Source: 0000950170-25-059289
Chunk: 41

Company: IonQ, Inc.
Filing Date: 2025-04-28
Form: DEF 14A
Chunk 41
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 Salary |         |
|:------------------------|:----|:------------------------|--------:|:----|:------------------------|--------:|
| Peter Chapman(1)        |     | $                       | 505,000 |     | $                       | 505,000 |
| Thomas Kramer           |     | $                       | 400,000 |     | $                       | 412,000 |
| Rima Alameddine         |     | $                       | 400,000 |     | $                       | 412,000 |
| Jungsang Kim            |     | $                       | 364,000 |     | $                       |       — |

(1) Mr. Chapman's base salary was increased effective January 1, 2025, to $700,000. 2024 Annual Incentive Compensation Our 2024 incentive compensation plan focused on incentivizing and rewarding achievement of a select set of the most business-critical Company goals and metrics, which are shorter-term in nature and aligned to the current year, using an Objectives and Key Results (“OKR”) framework. Each year the executive team proposes a set of the most critical Company OKRs, suggests a weighting for each goal and obtains the compensation committee’s agreement. This set of OKRs will include committed OKRs, which are binary—the metric must be met to contribute the full weighted amount of bonus to the pool. There will also be aspirational OKRs which contribute to the final bonus pool and will be measured on a prorated basis of success once the metric of the committed goal is met. The compensation committee will advise and approve the final list of objectives and weighting each year. The structure of our 2024 annual incentive compensation plan was a mix of cash and RSUs, which vested immediately, earned from 0-2x percent-of-salary target amounts for achievement of OKRs that drive stockholder value creation. Penalty for underachievement and reward for overachievement is moderate to mitigate compensation-related risk and focus on our resilience and sustainability over time. All executives other than our President and Chief Executive Officer were measured based on Company OKR results. In March 2024, our compensation committee set the terms and conditions of our 2024 annual incentive compensation plan. It provided that our NEOs were eligible to earn 100% of their target bonus based on target achievement against technical and operational goals, as follows:

| Primary Goal 
 Weight       |     | 2024 Objectives and Key Results                  |
| 20.0