Company: ICUI
Filing Date: 2025-04-03
Form Type: DEF 14A
Source: 0000883984-25-000010
Chunk: 15

Company: ICU MEDICAL INC/DE
Filing Date: 2025-04-03
Form: DEF 14A
Chunk 15
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 2024. For 2024, our “named executive officers” representing the five executive officers disclosed in the compensation tables below were:

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| Vivek Jain            |     | Chief Executive Officer (“CEO”) and Chairman of the Board |
| Brian Bonnell         |     | Chief Financial Officer (“CFO”) and Treasurer             |
| Christian Voigtlander |     | Chief Operating Officer (“COO”)                           |
| Daniel Woolson        |     | President                                                 |
| Virginia Sanzone      |     | Corporate Vice President, General Counsel                 |

Executive Officer Updates

On September 30, 2024, our Board appointed Mr. Woolson, 48, our Corporate Vice President, General Manager – Infusion Systems as our President. Prior to this appointment, he served as Corporate Vice President, General Manager – Infusion Systems.

#### Executive Summary
Our executive compensation program is designed to provide a total compensation package intended to attract and retain high-caliber executive officers and employees, as well as incentivize employee contributions that are consistent with our corporate objectives and stockholder interests. Our Compensation Committee, comprised solely of independent directors, believes it is important to provide a competitive total compensation package and share our success with our executive officers, as well as our other employees, when our objectives are met. The following is a summary of the aspects of our executive compensation program discussed further in this section.

• Pay for Performance. Our compensation program is designed to reward our executive officers and employees when the Company performs at or above target or to deliver below target compensation when the Company and/or individuals underperform.

• Mix of compensation components and incentives. We structure compensation packages to be a balanced mix of cash and equity compensation and we focus more on variable performance-based incentives (such as our annual bonus opportunity and equity awards) and less on fixed compensation (such as base salary). For 2024, on average, approximately 86% of our named executive officers’ target total direct compensation consisted of “variable” pay. In 2024, base salaries were maintained at their 2023 levels. Our base salaries remain below the median of our compensation peer group and, accordingly, performance-based incentive compensation remains critical for the retention of our executive officers.

• Performance-based equity. A significant portion of our long-term incentive compensation opportunities granted to our executive officers in the form of equity awards is earned based 100% on the achievement of financial and individual performance objectives rather than solely through time-based vesting.

#### 2024 Business Highlights