Company: AVD
Filing Date: 2025-05-29
Form Type: DEF 14A
Source: 0000950170-25-079166
Chunk: 38

Company: AMERICAN VANGUARD CORP
Filing Date: 2025-05-29
Form: DEF 14A
Chunk 38
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 for NEOs are typically adjusted upward within a range that is identified by the Compensation Committee’s independent compensation consultant. It should also be noted that the Company has historically raised salaries in excess of a modest adjustment when an officer takes on additional, meaningful responsibilities. Base salary as a percent of total cash compensation among NEOs as a group was 43% in 2024, 68 % in 2023 and 69% in 2022. Base salaries for our NEOs in 2024 were:

| Name                |     | Base Salary |         |
| Douglas A. Kaye III |     |             | 650,000 |
| Eric G. Wintemute   |     |             | 757,013 |
| David T. Johnson    |     |             | 429,048 |
| Timothy J. Donnelly |     |             | 362,866 |
| Shirin Khosravi     |     |             | 276,360 |
| Peter E. Eilers     |     |             | 290,963 |
| Ulrich G. Trogele   |     |             | 450,448 |
| Anthony S. Hendrix  |     |             | 348,578 |

Short Term Incentive Compensation With respect to 2024, in light of poor financial performance, none of the NEOs received any incentive compensation for 2024 performance. This is consistent with the Company’s commitment to paying for performance. Looking into 2025, the Company has established a KPI-driven approach toward Short-Term Incentive compensation ("STI") for its NEOs. We have depicted the elements of the formula in the table below. Proceeding from the general to the specific, we have identified three financial KPIs – net sales, adjusted EBITDA and net trade working capital, to which we give a weighting of 20%, 50% and 20%, respectively. We cover the balance with two corporate KPIs, namely, transformation results and manufacturing/opex, to which we give a weighting of 5% each. The target short term incentive compensation for the CEO is set at 100% of base salary, while the non-CEO NEOs have a target of 60% of base salary. In addition, as per the matrix below, we have established grades of success (Levels 1

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through 6) for each KPI. At year end, actual performance for each KPI