Bloom Energy Corp
For the period ended Apr 2, 2025. Filed Apr 2, 2025.
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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.
Apr 2, 2025 · Filed Apr 2, 2025
Contents
Executive Compensation Program Design
| Our Business and Strategy | Year in Review | Corporate Governance | Senior Management Team | Executive Compensation | Audit Matters | Security Ownership and Related Stockholder Matters | Stockholder Proposals and Nominations | User Guide | Other Matters |
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Executive Compensation Program Design
Our current executive compensation program is intended to align executive compensation with our business objectives and to enable us to attract, retain, and reward executive officers who contribute to our long-term success and, by extension, success for our stockholders. The material elements of our executive compensation program for 2024 are described below:
| Compensation Element | Designed to Reward | Relationship to Business Objectives |
|---|---|---|
| Base Salary | Knowledge and experience, as well as past and present scope of responsibilities | Attracts and retains an effective management team |
| ACI | Success in achieving pre-established annual performance objectives and individual contributions | Supports a “pay-for-performance” culture by motivating and rewarding our executives for achieving performance goals that contribute to our long-term success and create value for our stockholders |
| Equity Awards | Success in achieving pre-established, long-term, corporate performance objectives designed to enhance sustainable stockholder value | Align executive goals and objectives with the interests of our stockholders and focus executives on our long-term financial performance. The associated vesting requirements also serve to promote retention |
We generally do not provide perquisites to our NEOs other than our CEO, except for executive health memberships for themselves and their dependents (including annual physical exams, medical consultation services, and clinical care coordination). We believe the well-being of our leaders is in our stockholders’ best interest. The executive officers otherwise participate in the same standard benefit programs offered to all employees, including health and life insurance. They are also eligible to participate in our 401(k)-retirement savings plan and have the opportunity to participate in our Employee Stock Purchase Plan (“ESPP”). In 2024, we provided Company matching contributions of up to $5,000 per year under our 401(k)-retirement savings plan. As part of our commitment to the safety and productivity of our executive leadership, the company provides home security services for the CEO to address security concerns associated with his role.
Additionally, home office-related expenses incurred for business purposes, including home office setup and maintenance, are covered to support the CEO's ability to effectively perform his responsibilities outside of the Company's headquarters. These expenses are reviewed and approved by the Compensation Committee to ensure alignment with the company's policies and stockholders interests. Although we have classified these expenses as perquisites, we do not consider these additional security or home office IT support to be a personal benefit for our CEO, but rather appropriate expenses for the benefit of Bloom that arise out of Dr. Sridhar’s employment responsibilities and that are necessary for job performance as well as his safety. In addition, we provide our CEO limited spousal airline travel in connection with the CEO’s business travel, and airline and hotel memberships.
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