SS&C Technologies Holdings Inc

For 2024, approximately 96% our CEO’s and 94% of our other NEOs’ (on average) total direct compensation was performance-based and reflects the Compensation Committee’s review of our overall financial performance.

In furtherance of our pay for performance philosophy, the Compensation Committee made compensation decisions for 2024 that are directly reflective and correlative of the Company’s business and operational performance achievements in 2024 as shown above. This relationship between pay and performance exemplifies the Compensation Committee’s commitment to establish a direct link between executive pay and tangible strategic and financial results. Specifically:

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We achieved performance between the target and maximum levels in each of the annual bonus metrics during 2024. The aggregate results led to an overall 2024 bonus payout to our named executive officers of 189.5% of target levels. The amount earned for each metric ranged from 153.5% for operating cash flow to 212.6% for adjusted revenue.

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The strategic modifier component of the annual bonus program enables the Compensation Committee to evaluate overall business and individual performance and determine whether an upward or downward adjustment is appropriate in light of a number of factors, including the macro-economic environment; for 2024, the Compensation Committee determined that no adjustment would be applied under the strategic modifier component of the 2024 annual bonus program.

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We utilize rigorous performance goals in our long-term equity incentive program that provide payouts upon attaining high levels of sustained performance. For the PSOs granted to our NEOs (other than Mr. Schell) in December 2021 (which had a 2022-2024 performance period), the awards paid out at 81.76%. For additional details regarding the payout of these awards, see “Performance-based stock option performance period that concluded in 2024” on page 43 of this proxy statement.