Company: SSUP
Filing Date: 2025-04-03
Form Type: DEF 14A
Source: 0001140361-25-012052
Chunk: 45

Company: SUPERIOR INDUSTRIES INTERNATIONAL INC
Filing Date: 2025-04-03
Form: DEF 14A
Chunk 45
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 on Pay |

The table below is provided on a supplemental basis to help clarify for investors our view of the realized pay of our Chief Executive Officer in relation to the Summary Compensation Table reported pay information. As shown below, a significant portion of the CEO (and all NEOs) compensation is determined based on Superior’s financial and operational performance. Further, the potential value of outstanding equity (which is the largest portion of pay for our NEOs) is determined based on stock performance and is thereby directly linked to shareholder interests. As shown in the table below, 3-Year Realizable Pay is 70% of 3-Year Reported Compensation*, or 30% below target compensation.

| * | Reported Compensation includes actual salary received, target annual incentive, and grant date value of LTI award values (RSUs and PRSUs). |

| ** | Realizable Compensation includes actual salary received, actual annual incentive received, actual PRSUs earned from FY 2022, target PRSUs for FY 2023 and 2024, and number of RSUs granted. All equity is valued as of 12/31/2024 (price of $2.04). |

2024 Compensation Program Overview Compensation Philosophy and Objectives Superior’s overall executive compensation program is based on rigorous, pre-established annual and long-term performance goals, accompanied by appropriate risk mitigation policies, which have continued to receive stockholder support. The Human Capital and Compensation Committee believes that we have maintained our compensation practices in a manner appropriate for a company of our size and stage of growth. We will continue to review our compensation and governance practices in the future to help ensure the alignment of pay and performance. The Human Capital and Compensation Committee believes that Superior’s NEOs should be paid in a manner that attracts, motivates and retains the best-available talent and rewards them for driving successful results. This philosophy is achieved through the base salary, AIPP and LTIP generally being targeted at the 50th percentile of the comparable market compensation for each position, with adjustments made to reflect the relative skills,

| 2025 Proxy Statement| 41 |

TABLE OF CONTENTS

| Executive Compensation and Related Information•The Role of Say on Pay |

experience and past performance of the NEOs, their respective roles and responsibilities within the organization and judgments about the extent to which the NEOs can impact the Company-wide performance and creation of stockholder value. Within this overall philosophy, our compensation programs are designed to:

| • | Link executive compensation to Company performance |

| • | Align the financial interests