Company: CYTK
Filing Date: 2025-04-10
Form Type: DEF 14A
Source: 0001140361-25-013167
Chunk: 66

Company: CYTOKINETICS INC
Filing Date: 2025-04-10
Form: DEF 14A
Chunk 66
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 PSUs shall be earned and they shall vest as follows: 25% of the Milestone II PSUs shall vest on the Milestone II Certification Date and 25% of the Milestone II PSUs shall vest on the 1-year anniversary of the Milestone II Certification Date. |

| • | If the Compensation Committee certifies that Milestone II has been achieved on or before the last calendar day of the fourth quarter of 2025 but not before the first calendar day of the fourth quarter of 2025, 75% of the Milestone II PSUs shall be deemed forfeited and cancelled and 25% of the Milestone II PSUs shall be earned and they shall vest as follows: 12.5% of the Milestone II PSUs shall vest on the Milestone II Certification Date and 12.5% of the Milestone II PSUs shall vest on the 1-year anniversary of the Milestone II Certification Date. |

| • | If the Compensation Committee does not certify the satisfaction of the performance condition in accordance with the above, 100% of the Milestone II PSUs shall be deemed forfeited and cancelled. |

In March 2024, the Compensation Committee granted a blend of stock options, RSUs, Milestone I PSUs and Milestone II PSUs to our named executive officers other than to Mr. Pletcher, who by reason of the timing of his new hire date, received a grant solely comprised of stock options, RSUs and Milestone II PSUs as a new hire grant as an inducement to his employment. We believe this blended approach enables us to deliver competitive equity awards, enhances the retention of key talent, and motivates shareholder value creation. In determining the size and mix of equity awards to named executive officers in a given year, the Compensation Committee considers:

| • | for each named executive officer, the value of equity awards granted to executives in similar positions at our Peer Companies, targeting long-term equity compensation at a level such that, when combined with target total cash compensation, the officer’s target total compensation opportunity is at or around the median for comparable positions; |

| • | the equity budget for a given year for all our employees, and the percentage of that budget allocated to be used for awards to our named executive officers; |

| • | the retention and motivation value of equity awards that have been previously granted to each named executive officer; and |

| • | internal pay equity among our named executive officers, to reflect the importance of each named executive