Company: DAWN
Filing Date: 2025-04-11
Form Type: DEF 14A
Source: 0001140361-25-013462
Chunk: 45

Company: Day One Biopharmaceuticals, Inc.
Filing Date: 2025-04-11
Form: DEF 14A
Chunk 45
---
 strong results should lead to higher compensation. As we continue to grow, the Compensation Committee of our board of directors (the “Compensation Committee”) will evaluate our compensation philosophy and objectives regularly to confirm that our program continues to appropriately encourage, motivate, and reward our NEOs.

32

TABLE OF CONTENTS Executive Compensation Practices Our executive compensation policies and practices reinforce our long-term, performance-based mindset and our belief that our executives should be rewarded for the success they help create. Our key policies and practices are summarized below. 33 TABLE OF CONTENTS How We Determine Compensation Role of the Compensation Committee Our Compensation Committee acts on behalf of the board of directors in overseeing the compensation arrangements for our executive officers, including our NEOs. This includes reviewing our compensation programs, assessing our compensation risk profile, establishing our compensation peer group, and reviewing our compensation structure and pay mix to ensure alignment with our compensation philosophy and objectives. Our Compensation Committee reviews the target total direct compensation opportunities for our executive officers, including our NEOs, on at least an annual basis to determine if any adjustments are needed or appropriate. 34 TABLE OF CONTENTS In reviewing and ultimately approving the compensation of all of our executive officers, the Compensation Committee takes a well-rounded approach that considers a number of factors, including: These factors provide a framework for decision-making regarding compensation opportunities and final compensation determinations for each NEO. The factors are not assigned specific weights, and no single factor is determinative. Rather, the Compensation Committee members arrive at compensation decisions after considering the relevant factors in light of their individual experience, business judgment, and knowledge of the company, each NEO, and the competitive market. Role of Company Management and the Chief Executive Officer In performing its responsibilities, the Compensation Committee consults with members of our management, including our CEO, Chief People Officer, Chief Financial Officer and General Counsel. Management assists our Compensation Committee by providing information on corporate and individual performance, market compensation data, and management’s perspective on compensation matters. Our Compensation Committee solicits and reviews our CEO’s recommendations and viewpoints with respect to adjustments to salary and incentive opportunities, program structures, and other compensation-related matters for our executive officers, other than with respect to the CEO’s own compensation. Our Compensation Committee considers these recommendations as one factor in determining the compensation of our executive officers, but ultimately is responsible for making all compensation decisions. Our CEO is not present during any deliberations or decision-making regarding his compensation. Role of the Compensation Consultant To help it carry out its responsibilities, the Compensation Committee retained Compensia Inc. (“Compensia