Company: PTC
Filing Date: 2025-12-23
Form Type: DEF 14A
Source: 0001104659-25-124170
Chunk: 37

Company: PTC INC.
Filing Date: 2025-12-23
Form: DEF 14A
Chunk 37
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 to retain and motivate executives while a potential change in control is pending, provides an acquirer with the ability to retain desired executives using existing equity incentives, and does not provide a one-time benefit to an executive that could undermine those efforts. PERIODIC REVIEW The Committee reviews these agreements each year for the executive officers to determine if these agreements should be maintained, modified, or terminated. No changes were made to existing executive agreements in 2025.

| ​ |     | ​ | ​ | 2026 PROXY STATEMENT | ​ | ​ |     | ​ | ​ | 45 | ​ |

TABLE OF CONTENTS

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| 2025Highlights | ​ | ​ | ProxySummary | ​ | ​ | CorporateGovernance | ​ | ​ | ExecutiveCompensation | ​ | ​ | AuditorMatters | ​ | ​ | PTC StockOwnership | ​ | ​ | Annual MeetingInformation | ​ | ​ | OtherGovernance | ​ | ​ | Appendix A | ​ |

Annual Assessment of Risks Associated with Our Compensation Programs

| ​ | ​ | We assess our compensation plans and programs for employees, including our executives, annually to ensure alignment of the various plans and programs with our business plan and to evaluate the potential risks associated with those plans and programs. For 2025, the Compensation and People Committee retained Pearl Meyer & Partners, the Committee’s independent compensation consultant, to assist the Committee in assessing those risks.Based on this assessment, the Compensation and People Committee concluded that the company’s compensation plans and programs do not create risks that are reasonably likely to have a material adverse effect on PTC. | ​ | ​ |

The Compensation and People Committee regularly considers the risks associated with our executives’ compensation and performance-based compensation when establishing such compensation. We also consider risk and reward when designing our other employees’ compensation plans and programs. The elements described below with respect to such plans and programs were considered when assessing the risks associated with our compensation programs:

A detailed planning process with Compensation and People Committee or executive oversight exists for all compensation programs. The proportion of an employee’s performance- based pay increases as the responsibility and potential impact of the employee’s position increases, which structure is in line with market practices. We set performance goals that we believe