Company: HBCP
Filing Date: 2025-04-03
Form Type: DEF 14A
Source: 0001174947-25-000483
Chunk: 14

Company: HOME BANCORP, INC.
Filing Date: 2025-04-03
Form: DEF 14A
Chunk 14
---
 the yearly success of the Company. The stock based benefits are in place to reward the long term improvement in shareholder value created by the efforts of the executive and to retain such executive with the delayed payout of such benefits. The retirement benefits are in place to remain competitive in attracting and retaining strong leaders of the Company. The Compensation Committee reviews the overall compensation of each executive officer listed in the Summary Compensation Table below, who we refer to as the "named executive officers," to determine the appropriateness of the level of overall compensation as well as the amount for each element of that compensation based upon the performance of the individual employee and the performance of the Company. It is the intent of the Compensation Committee to target approximately 25% of the overall compensation in long term stock benefits of the executives to ensure the continuous viability of the Company and the improvement of shareholder value. Role of Executive Officers and Management.The President and Chief Executive Officer provides recommendations to the Compensation Committee on matters of compensation philosophy, plan design and the general guidelines for employee compensation. These recommendations are then considered by the Compensation Committee. The President and Chief Executive Officer generally attends Compensation Committee meetings, but is not present for any discussion of his own compensation. Elements of Executive Compensation.When setting the compensation of our executive officers, the Compensation Committee generally targets compensation to mirror short and long term performance of the Company. The compensation we provide to our executive officers and other employees primarily consists of the following:

| • | annual base salary; |

| • | annual incentive bonuses which are discretionary and determined based upon reaching desired goals; |

| • | stock-based benefit plans, consisting of our ESOP, stock options, restricted stock and restricted stock units; |

| • | retirement benefits; and |

| • | perquisites and other personal benefits. |

Base Salary.We provide named executive officers and other employees with a base salary to compensate them competitively for services rendered during the year. Base salary ranges for named executive officers are determined for each employee based on his or her position and responsibility, performance and compensation levels paid by peers to executives in similar positions. The Compensation Committee targets base salaries at the market mid-point (50th percentile) and structures pay-for-performance incentives to the 50th percentile of market for total direct compensation. When performance goals are met and exceeded, the upper quartile of market (75th percentile) would be appropriate under our compensation policies and practices. Salary increases normally take effect in April of each year. During its review of base salaries for executives, the Compensation Committee primarily considers:

| • | the financial condition