Page 19 - Martin Marietta - 2025 Proxy Statement

/ PROXY

Our Commitment to Our People and Pay-for-Performance

In 2024, we continued to increase the visibility and attractiveness of Martin Marietta as an
employer of choice:
✓ Continued to enhance our pay programs with the formal introduction of geographical differential strategy
✓ Developed and launched the Choose Well employee well-being brand and executed a communications strategy to
promote the four Choose Well pillars – Physical, Emotional, Financial and Social health
✓ Launched and completed the companywide Great Place to Work employee engagement survey with 82% of
employees recognizing Martin Marietta as a Great Place to Work
✓ Continued to evolve and grow Martin Marietta’s employee resource groups:
- Military and Veterans Community (MVC)
- Women Who Build (WWB)
Military &
- MERGE (a Multi-Cultural ERG) Veterans Women MERGE
Community Who Build

ERGs are open to all employees regardless of their background, and each group determines its own professional
development, networking and community engagement activities

Our Compensation Approach and Highlights PROXY 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
and other related performance. Based on our performance in 2024, 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 2024 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

28%
36% PSUs
23% PSUs
BONUS
28% PERFORMANCE
BONUS BASED
21%
11% BASE
SALARY
BASE
SALARY PERFORMANCE
30% BASED 23%
RSUs RSUs

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

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