APi Group Corp
For the period ended May 16, 2025. Filed Apr 4, 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.
May 16, 2025 · Filed Apr 4, 2025
Contents
Components of the Executive Compensation Program
Our NEOs receive a base salary, annual cash incentive compensation, and annual equity
incentive awards (each, an “LTI Award”) and participate in our employee benefits programs and
plans.
In the first quarter of 2024, the Compensation Committee approved, and the Company
implemented, the executive compensation program for 2024.
The following table summarizes the primary components of the 2024 executive compensation
programs. Each NEO's base salary and target incentives are determined based on peer group
market data by role, job scope and responsibilities, individual contributions to business
outcomes, pay equity, and future potential.
| Component of Pay | Key Characteristics |
|---|---|
| Base SalaryAttract and retain top talent | •Fixed compensation paid in cash |
| Short-Term Incentives (STI)Align compensation with annual financial performance on key financial metrics and motivate the achievement of those results | •Metric(s): 100% Adjusted EBITDA•Payout Range: 0-200% of target•Each NEO has a target % of base salary•Actual payouts 100% based on financial results vs. targets |
| Long-Term Incentives (LTI) Align the interests of our executives with shareholders, encourage long-term value creation and serve as a retention vehicle | •Value tied to stock price performance•Mix: 60% PSUs and 40% RSUs•Vesting Timeframe: 3-years•PSU Metric(s): 100% Cumulative Adjusted EBITDA•PSU Payout Range: 0-200% of target•Each NEO has a target % of base salary•Actual vested value based on stock price performance and in some cases, achievement of financial results vs. targets |
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