EXTREME NETWORKS INC

The Compensation Committee considers a variety of factors when setting the compensation of our NEOs, including competitive market data, as well as the individual’s experience, knowledge, skills, performance and need for retention. The Compensation Committee evaluates pay competitiveness on an element-by-element basis, as well as on a total compensation basis. The peer group data reviewed includes a range of pay levels including the 25th, 50th and 75th percentile of the members of the peer group to reflect the range of pay to be considered when determining individual pay elements. While the Compensation Committee does not establish compensation levels by benchmarking to a specific percentile within our peer group, the Compensation Committee

reviews the practices of members of the peer group to better understand and assess the competitiveness of the compensation that the Company pays to its executives, both with respect to each compensation element and the overall compensation package.

On February 8, 2023, following consultation with Compensia, the Compensation Committee approved our peer group for fiscal year 2024 compensation decisions. The peer group included the following companies:

For fiscal year 2024, this peer group was comprised of computer networking, communication equipment companies, cloud-oriented companies, and other technology companies with approximately $458.0 million to $2.8 billion in revenue, with a 50th percentile at $1.0 billion, and market capitalizations of approximately $564 million to $10.4 billion, with a 50th percentile at $3.6 billion, as of December 2022. The 2024 peer group better aligned with our cloud-oriented business focus and stayed within guidelines for revenue and market cap comparability. Relative to the fiscal 2023 peer group, the revised 2024 peer group excluded 8x8, Comtech Telecommunications, Mandiant, Inc. (f/k/a FireEye), Poly (f/k/a Plantronics), and Ribbon Communications, and added Five9, Qualys, Ring Central, Teradata, and Varonis Systems.