CPSI 2018 Proxy Statement

22 2017 Total Compensation Mix We do not have a formal policy or target for allocating compensation between long-term and short-term compensation or between cash and equity compensation, although the Compensation Committee believes in the importance of and increased focus on performance-based compensation. The Compensation Committee determines the type and amount of compensation for each NEO after considering a variety of factors, as discussed above, and attempts to achieve a comprehensive compensation package that emphasizes pay-for-performance and is competitive in the marketplace. The Compensation Committee has chosen to keep the base salaries of the NEOs constant since 2016 and to instead increase the at-risk compensation components. For the 2017 fiscal year, the pay mix, which includes base salaries, target cash bonus opportunities and the grant date fair value of long-term equity awards, for the CEO and other NEOs is displayed below: CEO Pay Mix Avg. NEO Pay Mix CPSI Pay Mix At- Risk 64% Salary 36% Bonus 18% LTI 46% At-Risk At-Risk 66% Salary 34% Bonus 13% LTI 53% Fixed