Company: SXT
Filing Date: 2025-03-12
Form Type: DEF 14A
Source: 0001140361-25-008248
Chunk: 41

Company: SENSIENT TECHNOLOGIES CORP
Filing Date: 2025-03-12
Form: DEF 14A
Chunk 41
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 | Focus on growing 2024 adjusted EBITDA (70% weight) and local currency revenue (30% weight)                                                                                                                                                        |
| 3. |     | Long-Term Equity Incentive Awards |     | 60% Performance-Based and 40% Restricted Stock |     | -         |     | Align executive officers’ interests with those of the Company and its shareholders over a three-year vesting period                                                                                                                               |
|    |     |                                   |     |                                                |     | -         |     | Performance-based awards focus on Company’s operating performance in terms of adjusted EBITDA growth (70% weight) and adjusted return on invested capital (30% weight) over a three-year performance period (January 1, 2025 – December 31, 2027) |
|    |     |                                   |     |                                                |     | -         |     | Restricted stock awards that vest, if at all, after three years                                                                                                                                                                                   |
| 4. |     | Retirement Benefits               |     | Fixed                                          |     | -         |     | Attract and retain talented executives by providing retirement benefits to executives who have contributed to the Company’s success over an extended period of time                                                                               |
| 5. |     | Other Benefits                    |     | Fixed                                          |     | -         |     | Attract and retain talented executives by providing other benefits (e.g., health insurance) at market levels                                                                                                                                      |

The performance measures for the annual cash incentive plan and long-term equity incentive awards are defined by the Committee and may include adjustments to the Company’s GAAP financial results. The performance measures described above may be adjusted to remove the effect of foreign currency translation, Portfolio Optimization Plan costs, the impact of acquisitions or divestitures, and other items as defined by the Committee. As discussed above, the Compensation Committee relied in part on a study of peer group performance in setting base salaries and specific performance targets for both the annual cash incentive and the long-term equity incentive awards.

38

Base Salary As with most companies, base salary is one of the key elements in attracting and retaining Sensient’s key executives. When determining the amount of base salary for a particular executive, the Committee considers prior salary (and the proposed percentage change in salary); job responsibilities and changes in job responsibilities; individual experience and length of experience; demonstrated leadership ability; Company and individual performance and potential performance; retention needs; years of service at Sensient; years in the officer’s current position; market data (where available) regarding salary