Company: SVV
Filing Date: 2025-04-21
Form Type: DEF 14A
Source: 0001883313-25-000019
Chunk: 35

Company: Savers Value Village, Inc.
Filing Date: 2025-04-21
Form: DEF 14A
Chunk 35
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 Charles Hunsinger, Chief Information Officer; and Jay Stasz, Former Chief Financial Officer and Treasurer. In this CD&A, the “Committee” refers to our Compensation Committee .

#### Introduction
Each of our NEOs has extensive experience and has an in-depth understanding of our business model and growth strategy. Having a highly engaged senior leadership team with the ability to successfully execute the for-profit thrift business has been critical to our performance. We believe our executive compensation program during fiscal 2024 supported the execution of our business model in the following ways:

• recruit and retain talented executives through a combination of fixed and variable compensation;

• reward performance against our business goals through payment of annual incentive bonuses; and

• align interests of management with those of our stockholders through the grant of stock options and RSUs.

#### Fiscal 2024 Executive Compensation Program
Our fiscal 2024 executive compensation program included base salary, annual cash incentives and long-term equity incentives.

Salary: The base salary of each NEO is intended to align with the scope and complexity of their roles, their relative responsibilities and concerns about retention or recruitment, as applicable. Each year, our Board reviews the base salaries of our NEOs to ensure they are appropriate for the role based on external market data and individual considerations such as performance (both individual and company), time in role, and relative importance of the role compared to other executives.

Annual Incentive Plan (“AIP”) : The Board views the use of annual cash bonuses as an effective means to compensate the NEOs for achieving annual financial goals. Pursuant to our AIP for fiscal 2024, our NEOs were eligible for bonus payments after year-end based on the achievement of financial performance criteria, as described in more detail below.

Equity Incentives: In fiscal 2024, we made annual equity grants to our NEOs in the form of 50% time-based stock options and 50% time-based RSUs. These awards were intended to serve as a bridge between our pre-IPO equity program, which consisted of stock options based on time and performance, and a more traditional public company approach consisting of annual long-term incentive grants. The size of the grants made to NEOs were determined based on a combination of factors, including external market data and individual considerations such as performance (both individual and company), time in role, relative importance of the role relative to other executives, and internal equity holdings relative to other executives.

For 2025 and beyond, we will continue to evaluate the form and mix of long-term