Company: WKC
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0000950170-25-058752
Chunk: 42

Company: WORLD KINECT CORP
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 42
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     |                |
| NEO    |     |                  

# Units 
                  Granted 
                at Target |     | Performance 
 Factor      |     | 

# Shares 
   Earned |     | Value Realized 
   on Vesting $ |
| Kasbar |     |                  106,383 |     | 112%        |     |  118,956 |     |     $3,326,010 |
| Birns  |     |                   36,644 |     | 112%        |     |   40,975 |     |     $1,145,661 |
| Rau    |     |                   27,187 |     | 112%        |     |   30,401 |     |       $850,012 |

Change to the 2025 Ex ecutive Compensation Program During 2024, in order to help ensure continued alignment with market best practices, the Compensation Committee, together with its independent compensation consultant, conducted an extensive comparative review of our executive compensation program with a specific focus on the type of financial metrics used in our short-term and long-term incentive programs. For the comparative review, the Compensation Committee relied on publicly available data from our compensation comparison companies, as well as the S&P 1500 and top 250 companies in the S&P 500. Following the review, the Compensation Committee determined to refine our performance-based RSU target-setting methodology to better reward sustained long-term performance. Beginning with the 2025 – 2027 performance-based RSUs, the adjusted EPS growth metric, which measured adjusted EPS in the final performance year, will be replaced with a cumulative growth target, measuring adjusted EPS for each year of the three-year performance period additively (in the form of a three-year average); likewise, the ROIC modifier will change from a single year growth target to a three-year average target. Annual Compe nsation Setting Process Annually, the Compensation Committee reviews and assesses: • each NEO’s responsibilities and role with respect to overall corporate policy-making and strategy, management, operations and administration, as well as the importance of retaining the executive and his or her individual performance; • recent and historical financial performance and forecasts for the current and upcoming years, recent stock price movements and other market-related impacts, current and expected business conditions, including global oil prices and cost of capital; and • the nature, amounts, award terms and mix of all elements of the NEOs’ compensation, both individually, for internal consistency, and in the