Company: PAYC
Filing Date: 2025-04-03
Form Type: DEF 14A
Source: 0001193125-25-072358
Chunk: 31

Company: Paycom Software, Inc.
Filing Date: 2025-04-03
Form: DEF 14A
Chunk 31
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 objectives.

| Compensation Component   |     | Objectives                                                                                                                                                                                                                                                                                        |
| Base salary              |     | To compensate executive officers for services rendered during the fiscal year and to recognize their experience, skills, knowledge and responsibilities                                                                                                                                           |
| Annual Incentive Plan    |     | To provide performance-based, short-term cash compensation to reward executive officers for the achievement of pre-established performance objectives                                                                                                                                             |
| Equity incentives        |     | To support retention and reward executive officers for long-term corporate performance to align their interests with those of our stockholders                                                                                                                                                    |
| Benefits and perquisites |     | To maintain competitiveness of our executive compensation program and to attract and retain executives; executives participate in broad-based benefits programs that are generally available to all employees and any supplemental benefits or perquisites are considered on a case-by-case basis |

Compensation Review and Determination Overview In determining the compensation for each executive officer, the Committee considered the following factors:

| › | the Company’s performance in the previous year and year-over-year growth, based on both financial and non-financial metrics; |

| › | our outlook and operating plan for the upcoming year; |

| › | retention considerations; |

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| › | compensation analysis provided by the Committee’s compensation consultant; |

| › | each executive officer’s role, responsibilities, skills and internal pay equity; |

| › | each executive officer’s compensation for the previous year and relevant terms of the executive officer’s employment agreement, if any; |

| › | evaluation of each executive officer’s individual performance (see “—Role of Chief Executive Officer”); |

| › | aggregate equity pool available for awards for the year and the relative allocation of such pool among the executive officers and the other participants; |

| › | overall equity dilution and burn rates as well as equity overhang levels; |

| › | value of, and expense associated with, proposed and previously awarded equity grants, including the continuing retentive value of past awards; and |

| › | compensation trends and competitive factors in the market for talent in which we compete. |

Role of Compensation Committee The Committee reviews and approves, or recommends that our Board of Directors approve, the compensation of our executive officers. Among other matters, the Committee reviews and approves corporate goals and objectives relevant to the compensation of our executive officers, evaluates the performance of these officers in light of those goals and objectives, and approves all equity awards to our executive officers. Role of Compensation Consultant In 2024, the Committee continued to engage Meridian Compensation Partners, LLC