Company: SUPN
Filing Date: 2025-04-30
Form Type: DEF 14A
Source: 0001104659-25-042531
Chunk: 33

Company: SUPERNUS PHARMACEUTICALS, INC.
Filing Date: 2025-04-30
Form: DEF 14A
Chunk 33
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 program. The Compensation Committee believes this approval by our stockholders shows strong support for our executive compensation program and philosophy. Pay for Performance; Alignment of Interests We structure our compensation program to align the interests of our NEOs and all other executive officers with the interests of our stockholders. We believe that each executive officer’s compensation should be tied directly to helping the Company achieve its mission and, in so doing, delivering value to our stockholders. Therefore, a significant part of each executive officer’s compensation, other than the CEO, depends on the overall performance of the Company, the executive’s individual performance and their achievement of individual performance objectives, which are established by the Compensation Committee and support the achievement of the Company’s Corporate Objectives (defined below). The CEO’s performance is measured by reference to the overall performance of the Company, specifically the achievement of Corporate Objectives. As a result, a significant part of the CEO’s compensation is dependent on the short and long-term performance of the Company and the achievement of Corporate Objectives as well as longer term comprehensive personal performance goals. These goals include, but are not limited to, the attainment of specific key financial metrics, the development of commercial products and the successful execution on projects that are designed to support the performance of the Company. The CEO and Compensation Committee (and the full Board of Directors in the case of our CEO) regularly review each executive’s total compensation to ensure that it is aligned with overall company performance. The CEO and Compensation Committee also assess the individual performance of each executive (other than our CEO) in making compensation decisions related to base salary, cash bonuses and equity awards. This assessment involves consideration of objective measures, including Corporate Objectives, 21 overall Company performance, Personal Performance Goals and an assessment of the executive’s ability to execute and contribute to the Company’s overall long-term strategy. The executive’s overall operational excellence and leadership ability are also important components of their individual performance. In assessing each executive’s individual performance, the CEO and Compensation Committee evaluate how well each executive fulfilled their obligations in the past year, including consideration of how well the operations or functions for which the executive is responsible performed during the year. In the case of the CEO, the full Board of Directors evaluates the performance of our CEO, including assessing it against the overall annual performance of the Company. The evaluation also includes reviewing the achievement of specific Corporate Objectives that are designed to support the Company’s strategy and drive both short and long term Company performance to create value for stockholders. These Corporate Objectives may include, among others, the