Company: SYY
Filing Date: 2025-10-02
Form Type: DEF 14A
Source: 0000096021-25-000147
Chunk: 42

Company: SYSCO CORP
Filing Date: 2025-10-02
Form: DEF 14A
Chunk 42
---
 increase or decrease in the total shares awarded, with the award capped at 200% of an NEO's PSU target opportunity.

|           | Performance            | TSR Payout Modifier(1) |
| Threshold | 25th Percentile        | -25%                   |
| Target    | 45th – 55th Percentile | 0% (no modifier)       |
| Maximum   | 75th Percentile        | +25%                   |

(1) The payout modifier for performance between the 25th and 75th percentiles will be interpolated on a straight-line basis.

| SYSCO CORPORATION//2025 Proxy Statement | 43 |

COMPENSATION DISCUSSION AND ANALYSIS What We Paid

RSUs RSUs accounted for 30% of the value of the Fiscal Year 2025 LTIP Awards. Each RSU entitles the holder to receive one share of Common Stock upon vesting, with vesting occurring ratably over a three year period. The vesting schedule is contingent upon the NEO’s continued employment with Sysco through the vesting dates. The number of RSUs granted was determined based on a 10- day average closing price of Common Stock immediately preceding the grant date. Furthermore, dividend equivalents will be paid in cash at the time the underlying RSUs vest. Stock Options Stock options represent 20% of the total value of the Fiscal Year 2025 LTIP Awards. These stock options have a 10-year expiration period and are designed to vest ratably over three-year period, beginning on the first anniversary of the Fiscal Year 2025 LTIP Award date. Vesting is contingent on the NEO’s continued employment with Sysco through the applicable vesting dates. C ompensation Arrangement for Mr. Peck In addition to the annual LTIP awards described above, the CLD Committee approved a one-time PSU award valued at $1.5 million for Mr. Peck. Sysco is currently implementing a strategic, long-term tech transformation over the next three years that is critical to our Algorithm for Growth, and Mr. Peck’s knowledge and skills are essential to the successful execution of this initiative. The PSUs are tied to specific metrics, including the successful completion of the long-term technological transformation project. Mr. Peck’s PSUs will be determined at the end of the three-year performance period and will either be 0% (if one or more of the metrics is not satisfied) or 100% (if all of the metrics are satisfied) of