Company: G
Filing Date: 2025-04-09
Form Type: DEF 14A
Source: 0001140361-25-013031
Chunk: 43

Company: Genpact LTD
Filing Date: 2025-04-09
Form: DEF 14A
Chunk 43
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-financial strategic performance metrics included talent and leadership development, talent engagement and retention and AI-led transformation. The potential bonus payout based on the scorecard result ranges from 0% to 150% of target. The compensation committee establishes the scorecard for the CEO, and the CEO establishes the scorecards for the other executive officers. At the time of establishing the individual scorecards, the goals in the scorecards were determined to be challenging. We believe that encouraging our named executive officers, as well as other employees with management responsibility, to focus on a variety of performance objectives that are important for creating shareholder value reduces incentives to take excessive risk with respect to any single objective.

| 37 | 2025 Proxy Statement |

TABLE OF CONTENTS

| |EXECUTIVE OFFICER COMPENSATION |

The compensation committee determines the level of attainment of the scorecard goals for each of our named executive officers, with our CEO providing input with respect to the named executive officers other than himself. Threshold performance on a given financial metric results in payment of 75% of the target bonus allocated to that metric. There is no threshold performance required for the non-financial metrics. The individual bonus amount for each named executive officer other than Mr. Kalra was determined based on the scorecard result and what we refer to as the “Bonus Payment Multiplier.” The Bonus Payment Multiplier is a percentage determined by dividing the funded bonus pool (which was determined by multiplying the aggregate target bonuses of the bonus pool participants by the Company Multiplier of approximately 100%) by the total of all bonus amounts based on individual scorecard results and is used to ensure that the total payouts equal the funded pool. For 2024, the Bonus Payment Multiplier was approximately 106%, which is higher than the Company Multiplier because the average bonus scorecard result was below 100%, reflecting the rigor of the scorecard goals. In no circumstance can the total of the bonus payouts under the plan exceed the funded pool. Accordingly, the 2024 bonus for each named executive officer other than Mr. Kalra was determined as follows:

| • | 2024 target bonusmultiplied by |

| • | individual scorecard achievement (0-150%)multiplied by |

| • | 2024 Bonus Payment Multiplier of approximately 106%. |

CEO bonus Mr. Kalra’s bonus was determined based on his scorecard result and the Company Multiplier (approximately 100%). It was not funded out of the bonus pool for the other named executive officers and all senior vice presidents