Company: PRSU
Filing Date: 2025-04-09
Form Type: DEF 14A
Source: 0000950170-25-052380
Chunk: 24

Company: Pursuit Attractions & Hospitality, Inc.
Filing Date: 2025-04-09
Form: DEF 14A
Chunk 24
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2022 and 2023 level. • Short-Term Incentives : Our Human Resources Committee continued utilizing both financial performance objectives and strategic objectives in determining performance and resulting payments under our 2024 Management Incentive Plan (“MIP”). The 2024 MIP was weighted 80% toward financial performance measures and 20% toward strategic objectives. Our actual performance against the financial and strategic performance objectives under the 2024 MIP resulted in weighted annual incentive payouts of 67.9% of target for Mr. Barry and 97.1% of target for Ms. Ingersoll, Ms. Striedel, and Mr. Moster. See “Short-Term (Annual) Incentives” below for more details. • Long-Term Incentives : Our Human Resources Committee continued utilizing performance stock units (“PSUs”) in the long-term incentive (“LTI”) program for our NEOs. The PSUs represented approximately 70% of the overall 2024 LTI grants to our NEOs, and will only vest and become payable based on Pursuit’s relative total shareholder return (“TSR”) performance against constituents within the Russell 2000 index over a 3-year period from 2024 – 2026, as described below:

| Relative TSR Performance – 
 Russell 2000 Index         | ​ | Achievement Percentage of the Relative 
 TSR Performance Goal                   |
| 75th percentile or above   | ​ | 200%                                   |
| 55th percentile            | ​ | 100%                                   |
| 25th percentile            | ​ | 50%                                    |
| Below 25th percentile      | ​ | 0%                                     |

We believe this compensation structure provides energizing incentives to our NEOs, and aligns with long-term shareholder value creation. Other aspects of our executive compensation program are discussed in greater detail below in this CD&A. The Human Resources Committee believes that our executive compensation program recognizes the ongoing effort and contributions made by our NEOs to lead Pursuit’s strategic growth. The program is also designed to drive long-term value creation while simultaneously protecting shareholder value in the face of market volatility. As discussed in more detail herein, we believe our overall compensation program aligns executive pay with Company performance that will drive value creation on behalf of our shareholders to the maximum extent possible under our current circumstances. Accordingly, the Board recommends that shareholders approve, in an advisory vote, our NEOs’ compensation as set forth in this CD&A.

| ​ | Pursuit 2025