FACTSET RESEARCH SYSTEMS INC

Fiscal 2024 Compensation Structure

For fiscal 2024, the Compensation and Talent Committee structured our executive compensation practices consistent with our executive compensation philosophy and principles.

The Committee continued to implement the compensation plan design themes resulting from a comprehensive executive officer total compensation market review performed in fiscal 2020 by Farient Advisors, LLC ("Farient"), independent compensation consultant to the Compensation and Talent Committee. That market review included, among other items, an analysis of compensation levels (e.g., competitiveness of base salary, annual incentive, and long-term incentives) and incentive program design (e.g., appropriateness of performance measures, annual incentive program targets and measures, long-term incentive plan targets, and compensation methods). The purpose of the competitive review and discussions were to ensure that our compensation programs:

•are consistent with competitive market practices and compensation levels;

•support our go-forward business strategy; and

•align with our compensation philosophy, principles and pay-for-performance mindset.

Based on this detailed compensation study, we found a competitive pay gap for our NEOs, which we continued to combat when designing our fiscal 2024 compensation program and determining our executive compensation levels for fiscal 2024. We also took into account that the competition for talent is increasing and we need to be equipped to recruit and retain the top talent that will help us accomplish our long-term goals.

2024 Proxy Statement 41