Company: ZLAB
Filing Date: 2025-04-29
Form Type: DEF 14A
Source: 0001628280-25-020478
Chunk: 54

Company: Zai Lab Ltd
Filing Date: 2025-04-29
Form: DEF 14A
Chunk 54
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 2023, the CEO’s annual incentive award was weighted 75% corporate performance and 25% individual performance.

Annual Incentive Award for Other NEOs. For 2024, the annual incentive awards for our other named executive officers were weighted 80% for corporate performance and 20% for individual performance, as compared to 60% and 40%, respectively, under the 2023 annual incentive award program. The target bonus percentages range from 45% to 60% of annual base salary, which were unchanged from 2023, other than the target for Dr. Chen which increased from 40% to 45% to enhance her competitive positioning and promote alignment relative to the market for her role as Chief Financial Officer.

The table below shows the 2024 target annual incentive awards for each named executive officer.

| Name               |     | Target Percentage |     | Target Amount |
| Samantha (Ying) Du |     | 90%               |     |      $817,857 |
| Yajing Chen        |     | 45%               |     |      $234,000 |
| Rafael Amado       |     | 50%               |     |      $320,850 |
| F. Ty Edmondson    |     | 45%               |     |      $265,895 |
| Josh Smiley        |     | 60%               |     |      $403,650 |

Corporate Performance Goals and Results. Each year, we establish key corporate strategic goals that are aligned with Company-wide incentives relating to significant business objectives. These goals may fall into several categories, including goals related to our commercial and financial performance, the advancement of our pipeline, including clinical and regulatory developments, and the expansion of our pipeline through business development and internal discovery activities. The Compensation Committee determines the specific goals and related weightings for annual incentive awards based on management input at the beginning of the year and a desire to reflect core performance measures and priorities for the business for the fiscal year, including our commitment to compliance, and to set goals that we believe will best support short-, medium-, and long-term value growth. The goal-setting process for 2024 was rigorous, involving lengthy discussions and a review of multiple data points, including our corporate strategy, product expectations, and overall market potential. The Compensation Committee may also consider other key achievements during the year in assessing overall corporate performance. The goals were designed to be challenging but achievable with strong management performance and the successful execution of our 2024 corporate strategic