Company: CHD
Filing Date: 2025-03-20
Form Type: DEF 14A
Source: 0001193125-25-059273
Chunk: 75

Company: CHURCH & DWIGHT CO INC /DE/
Filing Date: 2025-03-20
Form: DEF 14A
Chunk 75
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 not receive a base salary increase in 2025 due to the timing of his hire date in December 2024. |

| (4) | The dollar figures have been converted to USD using the CAD Conversion Rate. |

| • |     | Annual Incentive Plan Targets. Mr. Dierker’s Annual Incentive Plan target increased from 95 percent in 2024 to 125 percent in 2025 reflecting his appointment to President and Chief Executive Officer. Mr. de Maynadier’s target increased from 60 percent in 2024 to 65 percent in 2025, and Mr. Read’s target increased from 60 percent in 2024 to 65 percent in 2025. |

| • |     | Long-Term Incentive Targets. Mr. Dierker’s Long-Term Incentive target increased from 320 percent in 2024 to 659 percent in 2025 reflecting his appointment to President and Chief Executive Officer. Mr. Read’s target increased from 125 percent in 2024 to 140 percent in 2025. |

| Church & Dwight Co.  | 2025 Proxy Statement |     | 63 |

| COMPENSATION DISCUSSION AND ANALYSIS |

The Committee reviewed the effectiveness of the Annual Incentive Plan and for 2025 approved changes to replace the Relative Gross Margin metric with an absolute Gross Margin metric. In 2023 the Committee replaced the Gross Margin metric with the Relative Gross Margin metric in light of post-COVID supply chain disruption and inflationary pressures. With post-COVID supply chain disruption and inflationary pressures normalizing, the Committee believes that measuring the absolute Gross Margin more closely aligns with Company performance. The Committee also approved an adjustment to payout scales to align the maximum incentive plan payout to 200% consistent with the Annual Incentive Plan in 2022 and prior, which is consistent with market practices. The Committee approved an increase to the maximum payout of the four financial metrics (Net Sales, Gross Margin, Adjusted Diluted EPS and Cash from Operations) from 200% to 220%, and an adjustment to the payout scale for the Strategic Initiatives metric from 75 to 125% to 80 to 120%, setting the overall maximum plan payout to 200%. GOVERNANCE FEATURES OF OUR EXECUTIVE COMPENSATION PROGRAM EXECUTIVE STOCK OWNERSHIP GUIDELINES In order to further align the interests of executive officers with the interests of our stockholders