SS&C Technologies Holdings Inc
For the period ended May 21, 2025. Filed Apr 3, 2025.
View on SEC.govAbout this filing
What shareholders are asked to vote on at a company's meeting. It is where to find what directors and top executives are paid, and who owns the most shares.
May 21, 2025 · Filed Apr 3, 2025
Contents
Our Compensation Program
OVERVIEW
In response to feedback received from engagement with stockholders in 2022 and 2023, the Compensation Committee, together with its independent compensation consultant, FW Cook, has designed our executive compensation program to strengthen our commitment to our pay for performance philosophy and to closely align our overall program with prevailing market views on best practices, thereby ensuring a strong tie between realized pay and performance and the alignment of the interests of our executive team with our stockholders.
| SS&C 2025 PROXY STATEMENT | 31 |
|---|
The Compensation Committee believes our executive compensation program and governance practices align the interests of our executive team with those of our stockholders. The following table summarizes key features of our executive compensation program:
| Features | Our Compensation Program | |
| Bonus Targets | Each NEO has a target bonus opportunity established by the Compensation Committee | |
| Predetermined weighting of metrics | There are four equally weighted Company financial metrics for bonuses: (i) adjusted revenue, (ii) organic revenue growth, (iii) operating cash flow and (iv) adjusted consolidated EBITDA | |
|---|---|---|
| Formulaic payout determinations | Bonus payouts based on achievement of pre-established financial metrics, with a potential of up to +/-25% strategic modifier adjustment based on the Compensation Committee’s holistic assessment of overall business and individual performance against pre-established strategic KPIs | |
| Cap on payouts | Bonus payouts capped at 250% of target; no payout if goals are achieved below threshold performance level | |
| Form of payouts | Bonus payouts made 100% in cash in the year following the performance year | |
| Annual grants based on target value on the date of grant | Each NEO has a target value on the date of grant from which the number of shares is determined and which is set based on a review of competitive market data and company and individual performance | |
| Award mix | Grants are comprised 50% of PSUs, 25% of time-based stock options and 25% of RSUs | |
| Range of pre-established performance metrics | PSUs vest based on achievement of a three-year average annual EPS growth metric, with an up to +/-20% performance modifier based on relative TSR achievementThere will be no upward modifier applied to PSUs if the Company’s absolute TSR over the performance period is negative | |
| Cap on payouts | Total payout of PSUs cannot exceed 200% of target (including the modifier) |
| 32 | SS&C 2025 PROXY STATEMENT |
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