Company: DAWN
Filing Date: 2025-04-11
Form Type: DEF 14A
Source: 0001140361-25-013462
Chunk: 47

Company: Day One Biopharmaceuticals, Inc.
Filing Date: 2025-04-11
Form: DEF 14A
Chunk 47
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, Revolution Medicines, Xencor and Zentalis Pharmaceuticals. |

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2024 Executive Compensation Elements Our executive compensation program consists primarily of the three components described below. While the Compensation Committee believes this structure is most appropriate for the NEOs at our current stage, as part of its ongoing review of our compensation programs the Compensation Committee will continue to consider whether our incentive structure should change as Day One matures. Base Salary Consistent with our long-term oriented philosophy, base salaries represent a small portion of the NEOs’ total direct compensation. In setting base salary amounts, we aim for internal equity among executives in similar roles and with similar performance and tenure. As discussed in “How We Determine Compensation,” we use our annual compensation cycles to adjust salary based on a number of factors, including responsibilities, experience, demonstrated performance, expected future contributions, and applicable market survey and peer data. The 2023 and 2024 base salaries for our NEOs are shown below.

| Executive          |     | 2023 Salary |     | 2024 Salary |
| Jeremy Bender      |     |    $647,000 |     |    $680,000 |
| Charles York, II   |     |    $515,000 |     |    $541,000 |
| Samuel Blackman(1) |     |    $505,000 |     |    $527,000 |
| Adam Dubow         |     |    $425,000 |     |    $455,000 |

| (1) | Dr. Blackman retired from the Company effective January 3, 2025 and is no longer considered an executive officer of the Company. |

Performance-based Annual Cash Bonus Our annual incentive plan is structured to promote the achievement of specific and measurable company goals, approved by the Compensation Committee at the beginning of the year, including key objectives in four categories:

| • | pLGG Program; |

| • | Finance; |

| • | Corporate Development; and |

| • | FIREFLY-1 |

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We use the same metrics to determine annual incentives for all executives to promote an enterprise-wide mindset. The Compensation Committee believes each performance metric is a key driver of our success, but to emphasize our focus on long-term value for stockholders, the goals associated with our pLGG program have a collective weight of 60%. Target Incentive Opportunities At the beginning of 2024, the Compensation Committee set the following target bonus opportunities for the NEOs: