Company: ACIW
Filing Date: 2025-04-21
Form Type: DEF 14A
Source: 0001193125-25-086263
Chunk: 39

Company: ACI WORLDWIDE, INC.
Filing Date: 2025-04-21
Form: DEF 14A
Chunk 39
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 a strong belief in promoting a pay-for-performanceculture. To that end, the Compensation Committee designs the target total direct compensation of our executive officers so that a significant portion of the overall compensation opportunity is linked to our financial performance through our annual incentive plan and to our long-term financial performance through performance-based equity awards. In addition, the Compensation Committee sets challenging performance goals for each of the metrics used in our incentive compensation plans so that the amounts earned will be based upon successful performance as measured against pre-establishedfinancial, operational, and strategic objectives. 2025 PROXY STATEMENT 35

The pay mix of the target total direct compensation for our CEO and our other Named Executive Officers for 2024 reflects this pay-for-performanceculture by ensuring that a significant amount of compensation is subject to performance or otherwise at risk. Pay Mix For 2024, we continued to evolve the design of our PSU awards, which previously were based on top-lineRevenue Net of Interchange Growth and bottom-line Net Adjusted EBITDA Margin performance, to focus on Gross Revenue Growth which we consider to be an important measure of our financial success that is largely within management’s direct control. This change is also intended to provide a more balanced approach to our incentive compensation since Revenue Net of Interchange is still used for our STIP. The PSUs are based on our business performance over three years with three annual achievement targets for our Gross Revenue Growth that were established at the beginning of the three-year period. We continued to incorporate total shareholder return as a multiplier, which may increase or decrease the long-term incentive payouts by up to 20%. Consideration of rTSR performance against the S&P SmallCap 600 Index at the end of the three-year performance period provides a direct link between compensation and stockholder return, thereby motivating our executive officers to focus on and strive to achieve both our annual and long-term business objectives. In addition, we incorporated an adjusted EBITDA gate, which must be met or exceeded for the PSUs to pay out. Annual Cash Incentive

| CEO Short-Term Incentive Plan (“STIP”) Award Target Award of $750,000 |     |   |   |     |          |      |     |   |   |     |        |          |     |   |   |     |             |         |     |   |   |     |             |      |     |   |   |     |        |            |
| Payout of $1,162,725                                                  |     |   |   |