2018 Guide to Effective Proxies

6 TH EDITION | GUIDE TO EFFECTIVE PROXIES 418 ARAMARK Incentive compensation covered by the policy includes annual cash incentives and performance based long-term incentives such as PSUs and performance restricted stock. The policy became effective for annual cash incentives paid and long-term performance awards granted after February 3, 2015. 2. Performance Based Our business requires management to lead employees to deliver exceptional, value-driven experiences to our clients and customers. To motivate strong performance and promote retention, we make a significant percentage of our NEO compensation variable and “at-risk”, tying each NEO’s compensation to the Company’s performance, the executive’s continued employment with us and the performance of the Company’s common stock. CEO Compensation and Company Performance The graph below shows the total compensation of our CEO versus the performance of the Company (as measured by adjusted EPS). For fiscal 2017, our CEO’s total compensation decreased despite the improved performance of the Company (as measured by adjusted EPS). See Annex A of this proxy statement for a reconciliation of non-GAAP financial measures to our results as reported under GAAP. $2.25 $1.75 $2.00 $1.50 $1.25 Adjusted EPS 1 vs. CEO Total Compensation 2 Adjusted EPS Total Compensation Millions $0 $- $0.25 $0.50 $0.75 $1.00 $5 $10 $15 $20 $25 2015 2016 2017 $1.57 $1.95 $1.74 (1) Constant currency as reported in each respective year (2) Total Compensation is as presented in the “Total” column of the Summary Compensation Table. Annual Cash Incentive In fiscal 2017, all of our NEOs participated in the Senior Executive Bonus Plan. Under that plan, our Compensation Committee primarily uses performance under the Management Bonus Plan, which is applicable to our other executives and employees, as the main factor in determining actual bonuses awarded. If no bonus would have been earned using the criteria under the Management Bonus Plan, it is unlikely the NEOs would be awarded a payout under the Senior Executive Bonus Plan. In 2017, the Management Bonus Plan was comprised of 90% company-wide financial objectives and 10% individual functional or business objectives. Company-wide financial objectives under the Management Bonus Plan for 2017 consisted of the following: PERFORMANCE METRIC TARGET ($ millions) Adjusted EBIT (40%) $994.9 Adjusted Sales (25%) $14,817.2 Free Cash Flow (25%) $320.0* * Free Cash Flow target, adjusted for accounting rule change, was approximately $370.0 million, which did not have an impact on achievement. 32 AdjustedEPS1VS.CEOtotalcompensation2AdjustedEPSTotalcompensation