CASH 2018 Proxy Statement

Total Target Incentive Opportunity as a % of Base Salary Named Executive Officer Total Target Incentive (% of Base Salary) Cash Portion (% of Total) Equity Portion (% of Total) J. Tyler Haahr 268.0% 37.5% 62.5% Bradley C. Hanson 268.0% 37.5% 62.5% Glen W. Herrick 180.0% 41.2% 58.8% Michael K. Goik 90.0% 50.0% 50.0% Sheree S. Thornsberry 75.0% 50.0% 50.0% Shelly A. Schneekloth 50.0% 50.0% 50.0% Cash Incentive Awards The employment agreements for Messrs. Haahr, Hanson, Herrick, and Goik provide for a target cash award under the annual incentive program. The employment agreements for Messrs. Haahr, Hanson and Herrick also establish parameters regarding the target bonus opportunity, as a percentage of base salary, for the applicable NEO and the percentage allocation of such bonus that will be payable between cash and equity. For each of the other NEOs, the Compensation Committee sets a maximum aggregate amount of incentive compensation (for both cash and equity) as a percentage of base salary based on market competitiveness, internal equity and level of responsibility. The threshold, target, maximum and actual cash incentive awards as a percentage of base salary for fiscal 2018 are set forth in the following table: Annual Cash Incentive Awards: as a % of Base Salary and Actual Award Named Executive Officer Threshold Target Maximum Actual Actual Award* J. Tyler Haahr 51.0% 100.5% 150.0% 133.9% $1,090 Bradley C. Hanson 51.0% 100.5% 150.0% 133.9% $1,090 Glen W. Herrick 37.1% 74.1% 111.2% 99.2% $ 447 Michael K. Goik 22.5% 45.0% 67.5% 50.3% $ 219 Sheree S. Thornsberry 18.8% 37.5% 56.3% 55.8% $ 209 Shelly A. Schneekloth 12.5% 25.0% 37.5% 37.2% $ 123 *Dollar values are in thousands and rounded. For the cash incentive awards for fiscal 2018, 80% of the potential incentive awards was based on four Company performance metrics: adjusted earnings per share (“EPS”), adjusted return on equity (“ROE”), asset quality (non- performing assets ("NPA")), and revenue growth. The remaining 20% was based on a combination of Company and individual performance, as noted in the following table: Performance Metric Weighting Why Metric Was Chosen Adjusted EPS* 20% Foundational measure of our overall profitability Adjusted ROE* 20% Measures the efficiency of our use of equity capital Asset quality 20% Measures our ability to manage the quality of our performance vs. nonperforming assets Revenue growth 20% Measures the overall growth in the Company Other company and individual performance 20% Allows the Compensation Committee to qualitatively evaluate the management team on a number of measures on a discretionary basis, without allocating any specific percentages to these factors *Adjusted for any direct Crestmark Acquisition expense, gain or loss on sale of investments, amortization of intangibles related to the Crestmark Acquisition, tax reform adjustments and separation expenses. EXECUTIVE COMPENSATION 28 Meta Financial Group, Inc. | 2018 Proxy Statement