Company: AVNT
Filing Date: 2025-03-27
Form Type: DEF 14A
Source: 0001122976-25-000019
Chunk: 45

Company: AVIENT CORP
Filing Date: 2025-03-27
Form: DEF 14A
Chunk 45
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 challenging financial goals and Company performance                                                                                                            |
| ✓                                      |     | Utilize maximums on potential payments, include retention vehicles in our compensation programs, provide multiple performance targets and maintain robust Board and management processes to identify risk, including a risk assessment of compensation programs that is performed each year |     |                                                                                                                                                                                                                                      |
| ✓                                      |     | Maintain stock ownership guidelines for all Named Executive Officers                                                                                                                                                                                                                        |     |                                                                                                                                                                                                                                      |
| ✓                                      |     | Evaluate annual and aggregate dilution from stock awards prior to our annual equity award grants                                                                                                                                                                                            |     |                                                                                                                                                                                                                                      |
| We adhere to executive                 
 compensation best                      
 practices                              |     | ✓                                                                                                                                                                                                                                                                                           |     | Do not provide gross-ups for excise taxes on “excess parachute payments” under Section 280G of the Internal Revenue Code of 1986, as amended (“Code”) in any new management continuity agreements or for financial planning benefits |
| ✓                                      |     | Maintain a NYSE-compliant clawback policy applicable to all executive officers                                                                                                                                                                                                              |     |                                                                                                                                                                                                                                      |
| ✓                                      |     | Prohibit Named Executive Officers from hedging or pledging our securities                                                                                                                                                                                                                   |     |                                                                                                                                                                                                                                      |
| ✓                                      |     | Utilize an independent consultant to help the Compensation Committee understand compensation practices that impact Named Executive Officer compensation                                                                                                                                     |     |                                                                                                                                                                                                                                      |
| ✓                                      |     | Provide for minimum required vesting periods for our equity awards                                                                                                                                                                                                                          |     |                                                                                                                                                                                                                                      |

Executive Compensation Philosophy and Objectives

Our executive compensation programs reward our officers’ performance, are specifically linked to our achievement of strategic operating and financial goals, and are designed to be competitive in the marketplace. We reward our executives for performance that meets or exceeds our strategic goals, without encouraging excessive risk-taking that could have a detrimental impact on our long-term results and the interests of our shareholders. We believe the design of our compensation plans and the relative mix of compensation elements successfully motivate our executives to improve our overall corporate performance and the profitability of the specific business segments for which they are responsible, thus maximizing shareholder value. The main objectives of our executive compensation programs are to:

• Foster a pay-for-performance culture by rewarding the achievement of specified strategic operating and financial objectives that maximize shareholder value;

• Help ensure our goals and objectives are aligned with the interests of our shareholders by recognizing and rewarding business results and the growth of our stock price through incentive programs; and

• Attract, motivate, and retain a highly qualified and successful management team