Company: RRGB
Filing Date: 2025-03-18
Form Type: PRE 14A
Source: 0001104659-25-025001
Chunk: 19

Company: RED ROBIN GOURMET BURGERS INC
Filing Date: 2025-03-18
Form: PRE 14A
Chunk 19
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 25th percentile of the 11-Company Peer-Group. ✓ Made no adjustments to in-progress and outstanding STI and LTI awards. See “Compensation Discussion and Analysis— Key Components of our Executive Compensation Program— Incentive-Based Compensation” for further information on the annual performance based and long-term incentive based programs. 29 TABLE OF CONTENTS COMPENSATION PHILOSOPHY COMPENSATION PHILOSOPHY Our executive compensation program is designed to pay for performance and link incentives to current and long-term sustained achievement of Company strategic and financial goals. It encourages our executive officers to think and act like owners, because they are owners and as such are compensated in significant part based on the performance of the Company. PAY OBJECTIVES Our compensation objectives are designed to link incentives and rewards with current and long-term sustained achievement of these goals: • Attracting, retaining, and motivating the best possible executive talent with the experience and leadership skills capable of driving performance and top- and bottom- line growth in sales and profitability; • Creating value for our stockholders by linking executive compensation to the achievement of measurable corporate objectives; and • Paying for superior results through a program that incentivizes and rewards achievement of both short-term and long-term organizational and functional objectives with a mix of compensation elements that place a significant portion of cash and equity compensation at risk. PAY FOR PERFORMANCE ALIGNMENT Our compensation program is designed to pay for performance and is comprised of performance-based STI and LTI awards. Such compensation varies in value and is at-risk of forfeiture or reduced payout if performance goals are not achieved or our stock price declines. Performance metrics used for the annual and LTI programs are reviewed and approved by the Compensation Committee. RSUs vest ratably over multiple years, the value of which is dependent, in part, on the Company’s stock price. PSUs vest at the end of the three-year performance period only to the extent the Company achieves certain Relative Total Shareholder Return goals. COMPENSATION DECISION PROCESSES OVERVIEW ✓ Executive compensation decisions are made by our Compensation Committee, which is comprised solely of independent directors. ✓ When making compensation decisions, our Compensation Committee receives input from its independent compensation consultant and recommendations from our CEO for the CEO’s direct reports. Our Compensation Committee reviews benchmarking data of a peer group of restaurant companies as one input into the pay decision process. Other factors that influence pay decisions include, but are not limited to Company performance, individual performance, scope of responsibility, critical needs and skill sets, leadership potential, succession planning