Company: PRI
Filing Date: 2025-04-01
Form Type: DEF 14A
Source: 0000950170-25-048061
Chunk: 60

Company: Primerica, Inc.
Filing Date: 2025-04-01
Form: DEF 14A
Chunk 60
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, some of them are tied to multi-year performance periods and some of them are fixed value awards. In February, the Compensation Committee also reviews and establishes compensation programs for the new fiscal year or for new multi-year performance periods. Stock options are not a component of our executive compensation program. Annual grants of RSUs and, to our executive officers, PSUs are made by the Compensation Committee on a pre-determined schedule , with such grants being made immediately following the conclusion of the February Board meeting. Special grants of equity awards are rarely made to our executive officers. The Compensation Committee makes such awards at such time as it determines that they are necessary. The Compensation Committee does not consider or take into account the existence of material nonpublic information when determining the timing and terms of equity awards, does not coordinate equity awards with the release of material nonpublic information and does not accelerate or delay equity awards in response to material nonpublic information. The Company has never timed the disclosure of material nonpublic information for the purpose of affecting the value of executive compensation. In December of each year, the Compensation Committee delegates to the Chief Executive Officer and the President, acting individually or collectively, the authority to grant during the subsequent fiscal year up to a specified number of equity awards to employees who are not members of our executive leadership team. That authority is used rarely and only in connection with newly hired senior employees or special situations. Our Chief Executive Officer and President do not consider or take into account the existence of material nonpublic information when determining the timing and terms of any such awards

| Primerica 2025 Proxy Statement | 63 |

| EXECUTIVE COMPENSATION |

Historical Compensation The Compensation Committee reviews historical compensation for the named executive officers at least annually. The Compensation Committee uses this information, which sets forth the components of executive compensation over time, as a basis for understanding the history of our executive compensation and the potential impact of recommended changes to the elements of our executive compensation program. Use of a Peer Group The Compensation Committee generally reviews executive compensation at peer companies as well as a broader index of life insurance companies at least bi-annually as part of its process of evaluating and setting compensation for our named executive officers. The Compensation Committee does not seek to benchmark or set compensation at any specific level relative to the peer data. Instead, the Compensation Committee uses this information primarily as background with respect to compensation plan design decisions and as a general reference point for pay levels. In selecting peer companies, the Compensation Committee seeks companies operating in similar industries (life insurers, insurance brokers, and wealth