Company: SXT
Filing Date: 2025-03-12
Form Type: DEF 14A
Source: 0001140361-25-008248
Chunk: 36

Company: SENSIENT TECHNOLOGIES CORP
Filing Date: 2025-03-12
Form: DEF 14A
Chunk 36
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 procedures used by the Compensation Committee in reviewing and determining executive compensation. The Compensation Committee The Compensation Committee is composed entirely of independent, non-employee directors, as determined using New York Stock Exchange listing standards both for directors generally and for compensation committee members. The Committee oversees Sensient’s executive compensation programs and monitors incentives for risk-taking from compensation programs for all employees. See “Committees of the Board — Compensation and Development Committee” above for a description of the Committee’s responsibilities. This discussion and analysis is designed to assist your understanding of Sensient’s compensation objectives and philosophy, the Compensation Committee’s practices, and the elements of compensation for the named executive officers. Compensation Objectives and Philosophy Sensient’s executive compensation program is designed:

| • | to support Sensient’s strategic business objectives by linking a significant portion of our named executive officers’ pay to key performance outcomes measured against pre-established short- and long-term performance metrics; |

| • | to align executive and shareholder interests through equity-based compensation, including performance-based stock units, and long-term stock ownership arrangements; |

| • | to attract, motivate, and retain highly qualified and talented executives and employee talent; and |

| • | to encourage management practices, controls, and oversight that prioritize ethical behavior and minimize the risks present in Sensient’s business. |

The Committee determines specific compensation levels for Sensient’s executive officers based on several factors, including:

| • | achievement of strategic and financial plans, and specific financial and performance targets, without taking unnecessary or excessive risks; |

| • | each executive officer’s role and his or her performance, experience, and tenure in the position and with the Company; |

| • | the total salary and other compensation for the executive officer during the prior fiscal year; |

| • | an analysis of pay at peer group companies, industry pay survey data, and market compensation practices for executive officers; and |

| • | how the executive officer may contribute to Sensient’s future success. |

In sum, the Committee intends that Sensient’s executive compensation program is designed to effectively support key business objectives through pay-for-performance strategies that reward performance based on our executives’ individual contributions to the Company’s success in a manner that does not encourage unnecessary or excessive risks. The Committee determines the amounts and mix of compensation elements for Sensient’s executives based on the compensation design and other factors described above, including the philosophy of measuring and rewarding performance and retaining key executives. Sensient reviews its compensation awards compared to compensation levels for comparable positions at Sensient’s peer group of public companies of similar