Company: PGEN
Filing Date: 2025-04-28
Form Type: 10-K/A
Source: 0001356090-25-000011
Chunk: 20

Company: PRECIGEN, INC.
Filing Date: 2025-04-28
Form: 10-K/A
Chunk 20
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 the equity ownership positions in the Company of our executive officers in order to further align the interests with those of shareholders, the Compensation Committee, with the assistance of its independent compensation consultant in assessing the competitive market and evaluating current executive pay practices, reviewed the base salaries of our executive officers and made annual short-term incentive awards, consisting of equity in lieu of cash, based on the Company’s performance. In addition, the Compensation Committee awarded long-term incentive awards to our executive officers in the form of stock options to promote retention, increase long-term equity ownership and align executive and long-term shareholder interests by linking a portion of their compensation to changes in the Company’s stock price.

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#### Key Compensation Corporate Governance Practices
The Compensation Committee and the Board regularly review evolving practices in executive compensation and corporate governance. We have adopted certain policies and practices that we believe are consistent with industry best practices, as tailored to our specific business model and strategic direction.

We have also strived to adopt policies that will foster our growth and the continual realization of value to our shareholders by encouraging appropriate risk taking and entrepreneurship in support of our unique and dynamic business model. The Compensation Committee and the Board also actively scrutinize the anticipated effect of compensation practices on our ultimate goals.

What We Do:

• The Compensation Committee has 100% independent directors.

• We conduct an annual review and assessment of potential and existing risks arising from our compensation programs and policies.

• The Compensation Committee engages an independent compensation consultant to advise on executive and director compensation matters.

• We tie our annual bonus opportunities to corporate objectives.

• We use equity awards that vest over time and performance and deliver greater value as our stock price increases.

• We maintain stock ownership guidelines for our non-employee directors.

What We Do Not Do:

• We do not allow hedging of Company stock.

• We do not provide excessive perquisites.

• We do not provide for tax gross-ups, except for de minimis amounts related to short-term and long-term disability insurance premiums.

• We do not allow repricing of stock options without shareholder approval.

• We do not offer guaranteed bonuses.

#### Our Compensation Philosophy
Our compensation philosophy is guided by the principle of pay-for-performance. Our compensation programs are designed to support our business goals by rewarding achievement of short-term and progress towards long-term objectives in a manner that links compensation of our executive officers with the value created for our shareholders. While aligning our executive officers’ compensation with our short-term and long-term business goals, we aim to provide the incentives needed to attract