CASH 2018 Proxy Statement

The Compensation Committee established threshold, target, and maximum performance levels for the performance metrics relating to Company performance. After comparing these performance levels to the Company’s actual fiscal 2018 performance, the Compensation Committee determined that each NEO was entitled to the percentage of cash incentive compensation set forth in the applicable table below: Annual Cash Incentive Plan Performance Metrics - CEO, President and CFO Performance Metric Threshold Target Maximum Actual Performance Payout Level (% of Target) Maximum Percentage Multiplier Actual Percentage Multiplier Adjusted EPS $4.97 $5.31 $5.80 $6.80 150.0% 20.0% 20.0% Adjusted ROE 6.0% 8.0% 10.0% 12.1% 150.0% 20.0% 20.0% Asset Quality (NPA) 1.6% 1.1% 0.6% 0.7% 144.0% 20.0% 19.3% Revenue Growth 4.0% 7.0% 10.0% 18.8% 150.0% 20.0% 20.0% Other Considerations (Discretionary) N/A N/A N/A N/A 75.0% 20.0% 10.0% Total 100.0% 89.3% Annual Cash Incentive Plan Performance Metrics - Other NEOs Performance Metric Threshold Target Maximum Actual Performance Payout Level (% of Target) Maximum Percentage Multiplier Actual Percentage Multiplier Adjusted EPS $4.97 $5.31 $5.80 $6.80 150.0% 20.0% 20.0% Adjusted ROE 6.0% 8.0% 10.0% 12.1% 150.0% 20.0% 20.0% Asset Quality (NPA) 1.6% 1.1% 0.6% 0.7% 144.0% 20.0% 19.3% Revenue Growth 4.0% 7.0% 10.0% 18.8% 150.0% 20.0% 20.0% Other Considerations (Discretionary) N/A N/A N/A N/A 150.0% 20.0% 20.0% Total 100.0% 99.3% The Compensation Committee established a maximum potential cash incentive compensation percentage based on each NEO’s position, with higher maximum percentages for positions with more responsibility. The actual percentage multiplier for fiscal 2018 (89.3% for each of the CEO, President and CFO and 99.3% for all other NEOs) was multiplied by both the maximum cash incentive compensation percentage and the NEO’s base salary, and the product was used to determine the NEO’s cash incentive award. Equity Incentive Awards The equity portion of the incentive award for fiscal 2018 was delivered in restricted stock. Restricted stock was chosen by the Compensation Committee to provide a multi-year vesting award after applicable performance goals have been met, which the Compensation Committee believes provides a long-term incentive component to overall compensation mix. For the equity incentive awards for fiscal 2018, the Compensation Committee determined that 80% of the potential incentive awards would be based solely on Company performance and the remaining 20% would be based on a combination of Company and individual performance. For the 80% based solely on Company performance, one-half of the 80% was based on adjusted net income, one-fourth of the 80% was based on total shareholder return, and one- fourth of the 80% was based on total loan growth. The Compensation Committee uses grants of restricted stock because it believes that such rewards encourage retention and align executives’ interests with those of shareholders. EXECUTIVE COMPENSATION Meta Financial Group, Inc. | 2018 Proxy Statement 29