Company: VALU
Filing Date: 2025-08-22
Form Type: DEF 14A
Source: 0001437749-25-027553
Chunk: 17

Company: VALUE LINE INC
Filing Date: 2025-08-22
Form: DEF 14A
Chunk 17
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 has reviewed and discussed with management the Compensation Discussion and Analysis beginning on page 20 and following and has recommended to the Board that it be included in this Proxy Statement and incorporated by reference into the Company’s Annual Report on Form 10-K for the fiscal year ended April 30, 2025 filed with the SEC.

| Stephen P. Davis          
 Alfred R. Fiore           
 Glenn J. Muenzer          
 Compensation Committee    
 of the Board of Directors |

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COMPENSATION DISCUSSION AND ANALYSIS</div>

Scope

The Compensation Committee recommends the structure and level of compensation of the Chief Executive Officer to the Board of Directors, which votes on the recommendations of the Committee. The Committee has not delegated authority over its process to other persons.

Our Pay Philosophy

The central objective of the Company’s compensation program is to attract and retain executives with attributes and skills suitable to the requirements of the Company’s business. Toward this end, the compensation program provides for overall compensation which is competitive with other firms, prevents undue turnover of personnel, and permits the Company to attract a suitable candidate pool for job openings.

Increases in the base salary component of compensation incentivize and reward employees to improve their skills and work effectively with peers, and take into account the long term success of the Company as a whole. The cash bonus program, while also taking into account the firm as a whole, allows the CEO (and the Board in the case of the award to the CEO) to reward outstanding efforts in regard to management and execution of business strategy and efficiency. Employees can earn bonuses for actions they have taken to increase revenues, improve efficiencies or effectively reduce costs.

Accordingly, the compensation program rewards efforts to achieve the departmental and company-wide goals that are developed by managers and senior executives.

Base Salary

Base salaries for the Company’s executives take into account the compensation levels of similar companies competing in the businesses in which the Company is engaged.

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Base salaries for Named Executive Officers other than Mr. Brecher are set with the objective of achieving parity with other organizations with which the Company competes for talent, taking into account the executives’ particular skills, responsibilities, and contributions to the Company. While management does not adhere to fixed formulas or inflexible numerical criteria, compensation takes into account the industry and regional norms in formulating the amount of base compensation and bonus. In addition, the Company also considers many factors including knowledge, experience, leadership ability, specialized skills and other qualitative items.

Annual Incentive Compensation