Company: NTWK
Filing Date: 2025-09-29
Form Type: 10-K
Source: 0001493152-25-015950
Chunk: 1155

Company: NETSOL TECHNOLOGIES INC
Filing Date: 2025-09-29
Form: 10-K
Item: Item 6
Chunk 1155
---

    with external talent markets
    ●
     Our
    executive compensation programs are designed to be competitive within the relevant markets.
  
    Simple
    and transparent
    ●
     Our
    executive compensation programs are designed to be readily understood by our executives, and transparent to our investors.

36

Compensation
Analysis Peer Group

After
consideration of business models, company revenue and market capitalization of other companies in the Company’s technology industry
segment, and with the input from Compensation Resources, Inc., the compensation consultant used by the Company at the time the study
was last conducted, the Compensation Committee established the following list of peer companies to provide a comparative framework for
use in setting executive compensation:

Logility
Supply Chain Solutions, Inc.

Cass
Information Systems

Digital
Turbine, Inc.

Mitek
Systems, Inc.

SPS
Commerce Inc.

Executive
Officer Base Salaries and Compensation Comparisons

Compensation
plans are developed by utilizing publicly available compensation data in the information technology and software services industries.
We believe that the practices of these groups of companies provide us with appropriate compensation benchmarks, because these groups
of companies are in similar businesses and tend to compete with us for executives and other employees. For benchmarking executive compensation,
we typically review the compensation data we have collected from these groups of companies, as well as a subset of the data from those
companies that have a similar number of employees as the Company. The Compensation Committee determines the appropriate
compensation packages in addition to taking into account the unique global scale of the Company’s business. While taking into
account consultants’ general recommendations about the size and components of compensation, other publicly available compensation
information, peer groups and alike, we believe our philosophy to continue on the basis of a pay-for-performance is the best framework
for setting executive compensation.

In
establishing the compensation of our named Chief Executive Officer and President, we based the amounts primarily on the market data and
advice provided by Compensation Resources, Inc. with respect to the compensation paid to individuals who perform substantially similar
functions within the peer group companies. In connection with the other named executive officers, we also relied on the recommendations
of the Chief Executive Officer’s analysis relative to those individuals’ performance and compensation. We also examined the
outstanding stock options and equity grants held by the executive officers for the purpose of considering the retention value of any
additional equity awards.

As
a general guideline, for our named executive officers, we aim to