Company: JOUT
Filing Date: 2025-01-10
Form Type: DEF 14A
Source: 0001140361-25-000715
Chunk: 29

Company: JOHNSON OUTDOORS INC
Filing Date: 2025-01-10
Form: DEF 14A
Chunk 29
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-and long-term perspectives, and focused on delivering enhanced value to shareholders; and |

| • | Structure the arrangements in a cost-effective manner and without encouraging unreasonable or excessive risk-taking. |

| 25 |

TABLE OF CONTENTS

| EXECUTIVE COMPENSATION |

Compensation Elements. Our compensation philosophy and objectives are supported by the following principal elements of compensation:

| Compensation Elements                                                                                                        |     | How It’s Paid |     | Purpose                                                                                                                                                                                                                                                                                                                                                                                                             |
| Base Salary                                                                                                                  |     | Cash          
 (Fixed)       |     | •Provide a competitive and fair base salary relative to similar positions in the market based upon peer group data (see “Peer Group Benchmarking” below).                                                                                                                                                                                                                                                           
 •Enable the Company to attract and retain highly skilled executive talent through offering competitive base compensation.                                                                                                                                                                                                                                                                                           |
| Annual Cash Incentives under the Johnson Outdoors Inc. Worldwide Key Executives Discretionary Bonus Plan (“Cash Bonus Plan”) |     | Cash          
 (At Risk)     |     | •Focus on financial growth over a single fiscal year.                                                                                                                                                                                                                                                                                                                                                               
 •Provide for annual cash bonus payouts based on achieving specific company-wide objective financial criteria, including minimum financial performance targets that must be met as a condition to payouts under the Plan, and achieving individual performance objectives.                                                                                                                                           |
| Long-Term Equity Incentives under the Johnson Outdoors Inc. 2020 Long-Term Stock Incentive Plan (“Stock Incentive Plan”)     |     | Equity        
 (At Risk)     |     | •Place an emphasis on driving long-term appreciation in our stock price.                                                                                                                                                                                                                                                                                                                                            
 •Support our executive retention objectives.                                                                                                                                                                                                                                                                                                                                                                        
 •Provide long-term incentive equity awards using a mix of performance-based restricted stock units which are tied to achieving certain financial objectives to be measured over a three-year performance period, and except for the CEO, restricted stock with four year service-based vesting criteria. Starting in fiscal 2025, the mix of restricted stock will be based on a three year service-based criteria. |

Summary of Our Executive Compensation Practices

| What We Do                                           |     | What We Don’t Do                                                                                                                                                                |
| •Heavy emphasis on variable (“at-risk”) compensation 
 •Clawback and anti-hedging policy                    
 •Independent compensation consultant                 
 •Annual risk assessment of compensation practices    
 •Annual “Say on Pay” proposal                        |     | •No significant perquisites                                                                                                                                                     
 •No supplemental executive retirement plans                                                                                                                                     
 •No severance policy or other special