Company: SNPS
Filing Date: 2025-02-14
Form Type: DEF 14A
Source: 0000883241-25-000008
Chunk: 6

Company: SYNOPSYS INC
Filing Date: 2025-02-14
Form: DEF 14A
Chunk 6
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 compensation levels      |     | Provide competitive compensation that attracts and retains top-performing executives    |
| Outperformance                                                           |     | Stockholder Alignment                                                                                    |     | Balance                                                                                 |
| Motivate executives to achieve results that exceed our strategic targets |     | Align interests of executives with stockholder interests through the managed use of long-term incentives |     | Set performance goals that reward an appropriate balance of near- and long-term results |

#### 2025 Proxy Statement9
| Proxy Statement Summary |

Fiscal 2024 NEO Compensation Details

Our three core elements of NEO direct compensation are base salary, an annual cash incentive opportunity and annual equity awards. The graphic below reflects the approximate general distribution of these three core elements of NEO target total direct compensation (Target TDC) awarded during fiscal 2024 as determined by our Compensation and Organizational Development Committee (the Compensation Committee).

| Chief Executive Officer (Mr. Ghazi)(1)(2)(3) |     | Average of Other NEOs(1)(2) |

(1) Amounts may not foot due to rounding.

(2) Mr. Ghazi succeeded Dr. de Geus as Chief Executive Officer on January 1, 2024, at which time Dr. de Geus transitioned to Executive Chair. All references to and disclosures of Chief Executive Officer compensation for fiscal 2024 in this Proxy Statement reflect Mr. Ghazi's compensation for fiscal 2024, which includes the period prior to January 1, 2024 when he served as President and Chief Operating Officer. After certain adjustments to his compensation, Dr. de Geus' target total direct compensation (Target TDC) as Executive Chair is approximately 50% of the Target TDC of Mr. Ghazi, our Chief Executive Officer.

(3) Excludes one-time equity grant in connection with Mr. Ghazi's promotion to Chief Executive Officer, 100% of which was in the form of PRSUs.

Our Compensation Practices

| What We Do                                 |     | What We Don’t Do                                |
| üPay for Performance                       
 üMix of Performance Goals                  
 üDouble Trigger Change of Control Benefits 
 üMaximum Payout Caps                       
 üCompensation Recovery Policy              
 üRobust Share Ownership Guidelines         
 üIndependent Compensation Committee        
 üIndependent Compensation Consultant       
 üAnnual Advisory Say-on-Pay Vote           
 üEquity Burn Rate Management               |     | ûNo Excessive Risks                             
 ûNo Excessive Change of Control Payments        
 ûNo Golden Parachute Tax Gross Ups              
 �