Company: SUPN
Filing Date: 2025-04-30
Form Type: DEF 14A
Source: 0001104659-25-042531
Chunk: 34

Company: SUPERNUS PHARMACEUTICALS, INC.
Filing Date: 2025-04-30
Form: DEF 14A
Chunk 34
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 acquisition of corporate entities or assets, the organic development of strategic assets that are fundamental to the future growth of the Company and the development of new chemical entities that could drive long term performance. Certain of the Corporate Objectives approved by the Board of Directors for 2024 are set forth under the heading “Compensation Discussion and Analysis — Elements of Executive Compensation — Corporate Performance Goals.” In addition, the Board of Directors assesses the CEO on his ability to identify and evaluate strategic opportunities for and risks to the Company. Compensation Program Design We believe our executive compensation program is reasonable and appropriate because it is aligned with our business goals, research and development programs for future product development and our goal of delivering value to our stockholders. We rely on the expertise of our executive management team to drive overall company performance. The Compensation Committee believes that the design and operation of our CEO compensation program is appropriate given the impact the CEO has on the development of strategic programs designed to reach long-term goals, internal assets, and the achievement of Corporate Objectives. These components provide important future benefits for the Company and its stockholders. Our overall compensation program is designed to attract, retain and motivate key employees by providing competitive, equitable compensation, based on their performance, in the form of base salary plus short-term (cash bonus) and long-term incentives including equity awards with vesting tied to the achievement of defined performance goals. The Compensation Committee believes that the design of our executive compensation program, with its emphasis on reward for achievement of the key goals that comprise our annual and long-term business plan, does not create incentives for our executives to take excessive or unnecessary risks that could threaten the value of the Company or are reasonably likely to cause a material adverse effect on the Company. As discussed in greater detail under the heading “Compensation Discussion and Analysis — Role of Compensation Consultant,” the Compensation Committee’s independent compensation consultant, the Human Capital Solutions practice of Aon plc (“Aon”), annually performs a risk assessment of our executive compensation programs. Role of Compensation Committee The Compensation Committee is responsible for providing oversight of our executive compensation program for the CEO, CFO, all other NEOs and members of our executive management team. With the assistance of its independent compensation consultant, Aon, the Compensation Committee reviews and evaluates the executive compensation program on an annual basis to ensure that the program is aligned with stockholder interests. This includes evaluating various factors, such as peer group information, in light of our compensation philosophy. The Compensation Committee is also responsible for reviewing the annual performance evaluations of each NEO prepared by the CEO and the recommendations