QUAKER CHEMICAL CORP
For the period ended Mar 31, 2026. Filed Mar 31, 2026.
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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.
Mar 31, 2026 · Filed Mar 31, 2026
Contents
Our Compensation Program
The Committee, in seeking to ensure the appropriate focus on performance and risk, has developed, in consultation with Meridian, its independent compensation consultant, guidelines for executive officers for allocating the desired total direct compensation among base salary, an annual cash incentive bonus and long-term incentives. As a general philosophy, these guidelines provide that the higher the position within management the more the executive’s total compensation is dependent on incentive pay and the more the executive’s incentive pay is equity-based and long-term oriented. This design aims to better align senior executives’ compensation with the long-term success of the Company and with the interests of shareholders. These guidelines are reviewed regularly to ensure they maintain marketplace competitiveness.
| Pay Element | Objectives | Features | |
|---|---|---|---|
| Base Salary | Provide a fixed level of cash compensation for performing day-to-day responsibilities | Based on the individual’s role, duties, responsibilities and experience | |
| Annual Incentive Plan (AIP) | Reward achievement of short-term financial, strategic and individual performance goals | Cash payments based on achievement of our; (1) Adjusted EBITDA, (2) Net New Business Wins (“NBW”), and (3) Safety (TRIR and Process Safety) goals | |
| Long-Term Performance Incentive Plan (LTIP) | Align management interests with those of shareholders, encourage retention and reward long-term Company performance | Consists of:•60% PSUs, based on equal parts;(1) relative total shareholder return, and (2) adjusted return on invested capital•40% time-based RSUs, vesting ratably over a three-year period |
2026 Proxy Statement | 35
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