Page 21 - Martin Marietta - 2024 Proxy Statement

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Our Commitment to Our People and Pay-for-Performance

In 2023, we advanced our initiatives relating to employee inclusion and engagement
✓ Completed a companywide inclusion and engagement awareness communications campaign to help managers and
employees understand the criticality of inclusion and engagement and how inclusion and engagement are already
ingrained in Martin Marietta’s culture and values. The campaign highlighted that ensuring we maintain an inclusive
and engaging culture will enhance the Company’s competitive advantage.
✓ Successfully launched Martin Marietta’s first three Employee Resource Groups:

- Military and Veterans Community (MVC)
- Women Who Build (WWB)
Military &
- MERGE (a Multi-Cultural ERG) Veterans Women MERGE
Community Who Build

✓ Created and filled a new Employee Engagement Manager position to support companywide inclusion and
engagement programs.

Our Compensation Approach and Highlights
A substantial portion of compensation paid to our named executive officers (NEOs) is variable and performance-based.
We use the 50th percentile of our peer group as a reference point when determining target compensation, but target
pay is set based on a variety of factors and actual pay realized by our NEOs is dependent on our financial, operational PROXY HIGHLIGHTS
and other related performance. Based on our record levels of performance in 2023, variable compensation payable
under both our short-term and long-term incentive plans exceeded the target amounts established for each NEO, which
is consistent with our pay-for-performance philosophy. All compensation paid to our CEO and other NEOs for 2023 was
performance-based other than base salary; approximately 90% of our CEO’s compensation was performance-based
and 79% of our other NEOs’ actual compensation was performance based.*

CEO Other NEO
Compensation Compensation
17%
29% PSUs
38% PSUs PERFORMANCE
BONUS BASED
48% 21%
BONUS BASE
10% SALARY
BASE
SALARY PERFORMANCE
23% BASED 14%
RSUs RSUs

* Based on grant date value of Performance Share Units (PSUs) and Restricted Stock Units (RSUs).

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