Company: ATRA
Filing Date: 2025-04-28
Form Type: DEF 14A
Source: 0000950170-25-059322
Chunk: 48

Company: Atara Biotherapeutics, Inc.
Filing Date: 2025-04-28
Form: DEF 14A
Chunk 48
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| AnhCo Nguyen, Ph.D.     |     | $                | 550,000 |     | $                | 650,000 |     | -1 |     |                | 18.2 | % |
| Eric Hyllengren         |     | $                | 475,000 |     | $                | 520,000 |     | -2 |     |                |  9.5 | % |
| Jill Henrich            |     | $                | 500,000 |     | $                | 500,000 |     |    |     |                |    — | % |
| Pascal Touchon, D.V.M.  |     | $                | 723,450 |     | $                | 723,450 |     |    |     |                |    — | % |
| Amar Murugan            |     | $                | 515,000 |     | $                | 515,000 |     |    |     |                |    — | % |

(1) Dr. Nguyen’s initial 2024 base salary of $550,000 was increased to $650,000 in September 2024 in connection with his appointment as President and Chief Executive Officer. (2) Mr. Hyllengren’s initial 2024 base salary of $475,000 was increased to $520,000 in October 2024 in connection with his appointment to Chief Operating Officer. Annual Cash Bonuses Annual Performance Goals The Human Capital Committee works with the executive team to develop goals with respect to the Company’s annual incentive compensation program and ultimately recommends a list of goals to the Board for approval. The Board reviews the strategic, operational and financial components of the goals and approves the goals as well as a weighting for each goal based on its relative importance. Our Chief Executive Officer and executive team provide updates to the Board through the course of the year on performance towards these goals. At the end of the year, our Chief Executive Officer presents the Human Capital Committee with a proposed score based on the Company’s performance against the goals. After discussion and review, the Human Capital Committee makes a recommendation on the overall corporate achievement score compared to the annual performance goals to the Board for approval. This score is then used to establish the corporate portion of annual bonus payments. In addition, our Chief Executive Officer works with each executive officer to establish individual performance goals and objectives. Individual goals are evaluated in a more qualitative and subjective manner than the corporate goals, and executive officers