SEACOAST BANKING CORP OF FLORIDA
For the period ended Dec 31, 2025. Filed Apr 10, 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.
Dec 31, 2025 · Filed Apr 10, 2026
Contents
Elements of Compensation
The CGC is committed to aligning our compensation programs with the Company’s evolving business strategy, sound governance
principles, effective risk management practices, and our objective of generating superior long-term returns for shareholders. To
support this objective, we emphasize pay-for-performance in the design and administration of our executive compensation
programs. We believe that our executive compensation framework effectively aligns the compensation of our CEO and other
executive officers with long-term shareholder interests. In making compensation decisions and designing program structure, the
CGC considers competitive market practices, including data from a carefully selected compensation peer group. The following table
summarizes the primary elements of our executive compensation program.
| Pay Element | Purpose | Determination |
|---|---|---|
| Base Salary | Provides a fixed element of compensation that recognizes an individual’s job responsibilities and expertise. | Reflects the CGC’s assessment of the executive’s experience, skills and value to Seacoast. |
| Annual Short-Term Incentive Awards | Provides cash incentive opportunities tied to achievement of annual quantitative and qualitative performance objectives. | Reflects the executive team’s performance against pre-established annual goals and metrics. In 2025, quantitative metrics included earnings per share, return on assets, and organic loan and deposit growth. Additionally, the CGC considered the achievement of pre-established targets relating to successful execution of acquisition-related activities, scaling and expansion initiatives, and metrics relating to customer satisfaction and employee engagement. |
| Performance Stock Units (“PSUs”) | Provides performance-based equity compensation tied to long-term performance outcomes that aligns executives with long-term shareholder interests. | The target number of PSUs granted is determined by the CGC after consideration of the executive team's performance scorecard for the prior year. The number of PSUs that may be earned is based on the level of achievement of performance goals established by the CGC over a three-year performance period, measured relative to our peer group. In addition, PSUs only vest upon completion of a one-year continued service requirement following the close of the performance period. Value realized upon vesting varies based on stock price at the vesting date. PSUs represent 75% of each NEO's annual equity awards. |
| Restricted Stock Awards (“RSAs”) | Provides time-based equity compensation that aligns executives’ interests with shareholders, encourages stock ownership, supports retention, and balances risk-taking. | The number of RSAs granted is determined by the CGC after consideration of the executive team’s performance scorecard for the prior year. The realized value of RSAs is based on stock price at the vesting date. RSAs represent 25% of each NEO's annual equity awards. |
SEACOAST BANKING CORPORATION OF FLORIDA 26 PROXY STATEMENT 2026
2025 NEO Mix of Target Total Direct Compensation
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