Company: GDOT
Filing Date: 2025-04-11
Form Type: DEF 14A
Source: 0001386278-25-000020
Chunk: 73

Company: GREEN DOT CORP
Filing Date: 2025-04-11
Form: DEF 14A
Chunk 73
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 salary (for current employees), internal parity, and anticipated future contributions of the NEO; (ii) the competitiveness of the NEO's overall compensation package with reference to the 2024 peer group practices and broader survey information; (iii) the NEO's existing equity holdings; (iv) the extent to which these holdings are vested; (v) the recommendations of our CEO (other than with respect to his own compensation); and (vi) our “burn rate” relative to our industry burn rate guidelines, per certain stockholder and proxy advisor methodology |     | •Payout of NEOs’ awards should be based on the Company’s profitability and relative total shareholder return                                                                                                                                 
 •Non-GAAP diluted EPS was chosen as one of the long-term metrics because it is widely used by investors and analysts to measure our overall operating performance                                                                            
 •Relative TSR was chosen as the other long-term metric because it is a measure of the total financial value we create for stockholders relative to other companies since TSR combines share price appreciation and reinvestment of dividends |     | •50% of the 2024 PRSUs vest based on (i) the achievement of a three-year non-GAAP cumulative diluted EPS goal at the end of the third year and (ii) the satisfaction of a multi-year service requirement, which runs until 2027                                                             
 •50% of the 2024 PRSUs vest based on (i) the achievement of a three-year TSR goal measured relative to the TSR of the companies comprising the S&P 1500 Financials Index at the end of the third year, and (ii) the satisfaction of a multi-year service requirement, which runs until 2027 
 •For each portion, achievement of the goal could result in a payout ranging from 50% to 175%, subject to the achievement of the threshold performance level for each measure                                                                                                                |

50% of the 2024 PRSUs vest based on (i) the achievement of a three-year non-GAAP cumulative diluted EPS goal at the end of the third year and (ii) the satisfaction of a multi-year service requirement, which runs until 2027 (the “2024 EPS PRSUs”). The remaining 50% of the 2024 PRSUs vest based on (i) the achievement of a three-year TSR goal measured relative to the TSR of the companies that comprise the S&P 1500 Financials Index at the end of the third year and (ii) the satisfaction of a multi-year service requirement, which runs until