Company: FCFS
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0000840489-25-000055
Chunk: 46

Company: FirstCash Holdings, Inc.
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 46
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 |     |             |   600,000 |
| Raul R. Ramos, SVP – Latin American Operations |     |             |   520,000 |     |                                 | 4 | % |    |     |             |   500,000 |     |                                 | 4 | % |     |             |   481,893 |

(1) For 2024, Mr. Wessel’s salary merit increase was 4% over the prior year plus an additional $50,000 increase in lieu of providing certain perquisites in 2024 and future years, which were previously provided as a component of other compensation.

#### Short-Term Incentive Compensation
The Company’s short-term incentive plans for the NEOs are intended to drive annual operating and financial results deemed crucial to the Company’s success.

Senior Executive APIP

The CEO, COO and the CFO are granted opportunities to earn annual cash incentive compensation through the senior executive APIP based upon the achievement of annual performance goals established by the Compensation Committee, which are tied to specified objective performance measures that are designed to reinforce the Company’s focus on growth and profitability. The performance targets are established by the Compensation Committee using the Company’s annual operating plan prepared by management and reviewed and approved by the Board of Directors at the beginning of each year. The Company’s level of achievement of the performance goals will result in the payment of a cash incentive award equal to a percentage of the salary of the participating NEO.

Under the senior executive APIP, the CEO may earn an annual cash incentive between 0% and 300% of his salary, while the COO and CFO may earn between 0% and 200% of their respective salaries. The target award is 150% of salary for the CEO and 125% of the respective salaries for the COO and CFO. The range of percentages and target awards for each participating NEO are based on the scope of the officer’s responsibilities, internal pay equity and competitive considerations, and is reviewed annually by the Compensation Committee. There were no changes in the range of percentage payouts and target awards for 2024 compared to 2023.

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The 2024 financial performance measures, weightings and goals were set in late January 2024 using target growth rates over 2023 actual results, as follows (dollars in thousands, except per share amounts):

| Performance Measure                 |     | Weighting |     | 2023   
 Actual |     |   |