CASH 2017 Proxy Statement

EXECUTIVE COMPENSATION processing, consumer lending and insurance premium financing) in addition to traditional banking and consumer financial services. Comparable companies reflect the following industry groups: banks and thrifts and mortgage finance; consumer finance and diversified financial services; and financial-focused IT. The companies selected for the peer group were: ACI Worldwide Enova International Inc Oritani Financial Corp Bankrate Inc Envestnet Inc Regional Management Corp Beneficial Bancorp Inc Evertec Inc The Bancorp Inc Black Knight Financial Services Fair Isaac Corp Tristate Capital Holdings Inc Blucora Inc Great Western Bancorp Inc WEX Inc BOFI Holding Inc Green Dot Corp World Acceptance Corp Cass Information Systems Inc Newstar Financial Inc WSFS Financial Corp Elevate Credit Inc OnDeck Capital Inc In developing the peer group, Mercer evaluated a number of quantitative financial measures in addition to a qualitative assessment. This process resulted in a peer group of companies which, as of the peer company selection date, placed the Company at the 46 th percentile for market capitalization and at the 67 th percentile for total assets. While this market analysis and the surveys by Mercer inform the Compensation Committee regarding the range of compensation alternatives, the Compensation Committee does not fix the NEO’s compensation levels to specific market percentiles. Instead, the Compensation Committee uses this comparative compensation information to develop a range of acceptable percentiles to assist in the retention of key executive officers whose performance is critical for the success of the organization and in the setting of appropriate goals with respect to the Company’s performance and results. The Compensation Committee has observed that total compensation for each of our NEOs is within a range of between the 40 th percentile and 75 th percentile for the peer group, based on individual executive officer’s performance, responsibilities, contributions, experience, competitive conditions and internal equity, and there is a consensus that this range is generally appropriate for the NEOs’ total compensation. It may be the case, however, that specific components of a given executive’s compensation, such as base salary, bonus or equity incentives, may fall outside this range, depending upon factors such as the executive’s position relative to other NEOs, the executive’s history with the Company, the executive’s level of achievement of specific goals, and market conditions. Compensation Summary for Fiscal 2017 Base Salary It is the policy of the Company to provide a level of base compensation which is commensurate with the position and the demonstrated abilities of the individual executive officer. The Compensation Committee determined that this salary range was appropriate based on previous feedback from McLagan, the Compensation Committee’s review of pay practices of its market competitors and will generally target executive salaries at the 40 th –75 th percentile of the competitive market. Individual base compensation is considered a function of the position and the past experience, the level of achievement and the anticipation of continued performance of the officer. Internal pay equity is also considered. Base compensation is reviewed by the Compensation Committee and recommendations are made to the Board of Directors at least annually and adjusted by the Board as considered appropriate. A review of individual performance includes factors which demonstrate conformity with the responsibility for the safe and sound operation of the Company. The relevance of specific factors varies based on the individual position and includes such items as compliance with internal policies, accepted business practices and regulatory requirements; observed leadership and administrative abilities; the level of technical Meta Financial Group, Inc. | 2017 Proxy Statement 25