Company: ACA
Filing Date: 2025-04-01
Form Type: DEF 14A
Source: 0001739445-25-000058
Chunk: 22

Company: Arcosa, Inc.
Filing Date: 2025-04-01
Form: DEF 14A
Chunk 22
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 and AIP and LTI award levels after consideration of the median of the Peer Group for their respective positions, performance, previous salary changes, experience, and other factors. The components of total target compensation for 2024 set forth below reflect our pay-for-performance philosophy.

### BASE SALARY
The HR Committee establishes base salaries to attract, motivate, and retain key executives by providing a consistent level of pay that appropriately compensates each executive for the breadth, complexity, and scope of responsibility inherent in his or her position.

The following chart reflects the adjustments made to each NEO’s base salary for 2024:

| Named Executive Officer |     | 2023 Annual Base Salary Rate 
                          ($) |     |   | % Change |     | 2024 Annual Base Salary Rate 
                          ($) |
| Antonio Carrillo        |     |                      980,500 |     | 2 | %        |     |                    1,000,000 |
| Gail M. Peck            |     |                      525,000 |     | 4 | %        |     |                      546,000 |
| Kerry S. Cole           |     |                      482,500 |     | 4 | %        |     |                      501,800 |
| Jesse E. Collins, Jr.   |     |                      425,000 |     | 6 | %        |     |                      450,500 |
| Reid S. Essl            |     |                      515,000 |     | 4 | %        |     |                      535,600 |
| Bryan P. Stevenson      |     |                      465,000 |     | 4 | %        |     |                      483,600 |

#### 41

#### Executive Compensation

### ANNUAL INCENTIVE COMPENSATION
The HR Committee approves performance metrics, performance goals, and other elements of annual incentive compensation with the objective of placing management’s focus on appropriate operational and financial objectives consistent with our annual operating plan. The HR Committee believes that there should be clear accountability for the performance of one’s business group. As a result, under our AIP, the group president NEOs are compensated primarily upon the results of their respective group of businesses, whereas the corporate NEOs are compensated primarily upon the results of the enterprise.

Under our AIP, the HR Committee may choose to, among other things, (i) modify or discontinue annual incentive compensation at any time and (ii) increase or decrease an NEO’s annual incentive