Company: G
Filing Date: 2025-04-09
Form Type: DEF 14A
Source: 0001140361-25-013031
Chunk: 46

Company: Genpact LTD
Filing Date: 2025-04-09
Form: DEF 14A
Chunk 46
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 2024 PSUs were adjusted diluted earnings per share (“Adjusted EPS”), weighted 50%, and revenue, weighted 50%. These performance goals were set in early 2024 at predetermined year-over-year growth rates relative to actual performance for the prior year for each of the three performance years from 2024 to 2026. In contrast to the 2023 PSUs, which weighted Adjusted EPS at 75% and revenue at 25%, the 2024 PSUs reflect a strategic adjustment to equal weighting. Given our lower-than-expected revenue growth in 2023, the change in weighting for 2024 aims to drive greater accountability for revenue growth while continuing to focus on increasing profitability through the continued use of the Adjusted EPS goal. Additionally, the 2024 PSUs include a relative Total Shareholder Return (TSR) modifier, adjusting the aggregate performance percentage of the awards from 0.8x to 1.2x based on our TSR performance relative to the S&P 400 (Midcap) Index over the three-year performance period. This structure ensures our leadership team remains accountable for sustained profitable growth and aligns executive compensation with shareholder value creation. Under the 2024 PSU awards, there are three designated levels of attainment for each of the revenue and Adjusted EPS goals, as illustrated in the table below. The vesting percentage for performance between the established levels will be determined on a straight-line basis.

| 39 | 2025 Proxy Statement |

TABLE OF CONTENTS

| |EXECUTIVE OFFICER COMPENSATION |

| Performance Level |     | Vesting percentage |
| Below Threshold   |     | 0%                 |
| Threshold         |     | 50%                |
| Target            |     | 100%               |
| Outstanding       |     | 200%               |

Vesting of either of the two performance tranches of the award (based on the two performance goals) depends on achievement of threshold performance for such tranche. Each tranche can vest independently of the other. Accordingly, failure to achieve the threshold level of one of the goals will negatively affect the aggregate vesting percentage at the end of the performance period but will not on its own prevent the awards from vesting with respect to the other goal, assuming achievement of the other performance goal at the threshold level or higher. In setting the performance goals for these awards, our compensation committee determined that the targets were challenging to achieve. The table below sets out the average threshold and outstanding performance levels over a