Company: SYY
Filing Date: 2025-10-02
Form Type: DEF 14A
Source: 0000096021-25-000147
Chunk: 36

Company: SYSCO CORP
Filing Date: 2025-10-02
Form: DEF 14A
Chunk 36
---
 Inc. |               |   $8,056 |                  | $150,410 |        252,500 |
| Yum! Brands, Inc.              |               |  $37,440 |                  |   $7,549 |         40,000 |
| Sysco Corporation              |               |  $37,559 |                  |  $80,570 |         75,000 |
| Percentile                     |               |     53rd |                  |     58th |           31st |

(1) Market Capitalization, Total Revenue and 

# of Employees were determined as of December 31, 2024. (2) Measured in millions of dollars.
| SYSCO CORPORATION//2025 Proxy Statement | 39 |

COMPENSATION DISCUSSION AND ANALYSIS What We Paid

Compensation Risk Analysis The CLD Committee, as part of its oversight responsibilities, conducts thorough evaluations of Sysco’s compensation programs to ensure that no policy or component unintentionally incentivizes excessive risk-taking that could compromise the long-term interests of stockholders. In September 2025, at the CLD Committee’s request, Semler Brossy performed a detailed analysis of management’s assessment of the fiscal year 2025 compensation programs and their associated risks. This analysis focused on identifying employees whose compensation structures exhibit significant variability and could pose risks to Sysco’s business operations. The objective was to identify performance-based incentives that could encourage decisions contrary to the Company’s long-term stability. Following this comprehensive analysis, the CLD Committee concluded that Sysco’s compensation programs are strategically designed to align with the promotion of long-term stockholder value. These programs include effective safeguards that discourage excessive risk-taking while mitigating any material risks associated to employee compensation. WHAT WE PAID Pay For Performance Philosophy Sysco’s executive compensation programs are strategically designed to ensure that a significant portion of the total compensation for our NEOs is directly tied to both company-wide financial performance and individual performance. This performance driven approach is designed to align the interests of the NEOs with Sysco’s long-term strategic initiatives and the priorities of our stockholders. By linking a significant percentage of compensation to measurable outcomes, the compensation programs incentivize the NEOs to drive sustainable company success while fostering a culture of accountability and shared responsibility. For fiscal year 2025, our executive compensation programs reflect our commitment to performance-based pay. Approximately 91% of our CEO’s total target compensation is variable and directly tied to performance outcomes. Similarly, 83% of the total