Company: ACIW
Filing Date: 2025-04-21
Form Type: DEF 14A
Source: 0001193125-25-086263
Chunk: 75

Company: ACI WORLDWIDE, INC.
Filing Date: 2025-04-21
Form: DEF 14A
Chunk 75
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 of the SEC, the comparison assumes $100 was invested on December 31, 2019, in our common stock and the stock of the S&P MidCap 400 Index and S&P SmallCap 600 Index. Historic stock price performance is not necessarily indicative of future stock performance. |

| 7. | The TSR Peer Group consists of the S&P SmallCap 600 Index, an independently prepared index. The S&P SmallCap 600 Index will replace the S&P MidCap 400 Index going forward, as the Company is now included in the S&P SmallCap 600 Index. The S&P MidCap 400 index has been included with data through 2024. |

| 8. | For 2024, the Compensation Committee determined thatGross Revenuewas viewed as a core driver of the Company’s performance and stockholder value creation and, accordingly, was utilized in our PSUs in fiscal year 2024. Prior to 2024, Revenue Net of Interchange was utilized as the company-selected measure. See Appendix A for more details. |

Tabular List of Financial Performance Measures

The following is a list of financial performance measures, which in the Company’s assessment represent the most important financial performance measures used by the Company to link compensation actually paid to the NEOs for 2024 to company performance:

| • |     | Adjusted EBITDA |

| • |     | Revenue Net of Interchange Growth |

| • |     | Net Adjusted EBITDA Margin |

| • |     | Gross Revenue |

| • |     | Relative Total Shareholder Return |

2025 PROXY STATEMENT 67

Relationship Between Pay and Performance “Compensation actually paid” (“CAP”), as required under SEC rules, reflects adjusted values to unvested and vested equity awards during the years shown in the table based on year-endstock prices, various accounting valuation assumptions, and projected performance modifiers but does not necessarily reflect actual amounts paid out for those awards. CAP generally fluctuates due to stock price achievement and varying levels of projected and actual achievement of performance goals. For a discussion of how our Compensation Committee assessed “pay-for-performance”and how our executive compensation program is designed to link executive compensation with the achievement of our financial and strategic objectives as well as stockholder value creation each year, see “Compensation Discussion and Analysis” in this Proxy Statement and in the proxy statements for 2020, 2021, 2022 and 2023. Below are graphs showing the relationship of “Compensation Actually