Company: ADP
Filing Date: 2025-09-25
Form Type: DEF 14A
Source: 0001308179-25-000607
Chunk: 41

Company: AUTOMATIC DATA PROCESSING INC
Filing Date: 2025-09-25
Form: DEF 14A
Chunk 41
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2025 executive compensation programs for the following persons, who are our named executive officers, or “NEOs:”

| Name               |     | Title                                                                   |
| Maria Black        |     | President and Chief Executive Officer                                   |
| Don McGuire        |     | Corporate Officer and Former Chief Financial Officer                    |
| Michael A. Bonarti |     | Chief Administrative Officer                                            |
| Joseph DeSilva     |     | Executive Vice President (“EVP”), North America and Chief of Operations |
| Sreeni Kutam       |     | President, Global Product & Innovation                                  |
| John C. Ayala      |     | Former Chief Operating Officer                                          |

Effective June 30, 2025, Mr. McGuire stepped down from his role as Chief Financial Officer and continues to serve as a corporate officer of the company during a transition period through September 30, 2025. Mr. Ayala’s last day of employment with the company was March 31, 2025. The CD&A also provides an overview of our executive compensation philosophy and explains how the compensation and management development committee of our board of directors (the “committee”) arrives at specific compensation decisions involving the NEOs. In addition, the CD&A explains how our executive compensation programs are designed and operate with respect to our NEOs by discussing the following fundamental aspects of our compensation programs:

| ✓ | compensation principles |     | ✓ | cash compensation |     | ✓ | long-term incentive compensation |     | ✓ | other compensation components and considerations (including retirement benefits and deferred compensation) |

Executive Summary Stockholder Support for our Compensation Programs The committee continuously evaluates the degree to which our compensation programs link pay to performance and support the evolution of objectives that underpin our strategy and the related implication for human capital planning. In particular, the committee takes steps to ensure that the programs encourage our executive officers to remain focused on both the short-term and long-term financial, client satisfaction, transformation, paperless and human capital management (“HCM”) goals of the company and that the metrics included in both our annual and longterm incentive compensation plans complement each other to create a balanced focus on year-over-year improvement and sustainable long-term value creation. Each year the committee sets rigorous and challenging performance targets aligned to these company goals. We continue to believe that growth in revenue (including and excluding zero-margin benefits pass-throughs), new business bookings, adjusted earnings before interest and taxes (“EBIT”) and adjusted net income (each as defined on pages 43 and 44), are the most important measures