ManpowerGroup (MAN)

A dash means the company reported no figure in that column; 0 means it reported zero. Figures are as printed in the filing, without adjustment.

Three-year trend — total compensation per named executive

Prior-year totals as disclosed in the corresponding proxy; deltas are computed values with the derivation shown in the register.

No insider equity transactions reported since the proxy statement.

% performance-vested = PSU grant-date fair value ÷ (RSU + PSU + Options), a computed value with the derivation shown in the register.

The Company's executive compensation framework is guided by a series of core philosophies and principles, as determined by the Committee. Core Philosophies and Principles: 1) Aligned to Stakeholders – Compensation programs align executives' interests with those of our stakeholders and appropriately balance risk and rewards. 2) Performance-Focused – The majority of pay for executives is at-risk and performance-based. 3) Market-Competitive – Compensation opportunities are anchored to the competitive market. 4) Transparent and Relevant – Compensation programs are clearly communicated and easy to understand. 5) Aligned to Our Values – Rewards should be fair and equitable among internal peers.

Rows are labeled by annual-meeting year, with the meeting date beside each; the vote held in a given year acts on the prior fiscal year's compensation.

Say-on-pay — history, company's computation

a. Approved under the standard stated in the filing — “The following table summarizes the votes required for passage of each proposal and the effect of abstentions and non-broker votes: Proposal Votes Required for Approval Abstentions Broker Non-Votes To elect ten individuals nominated by the Board of Directors of ManpowerGroup to serve until 2027 as directors Majority of votes cast No effect No effect To ratify the appointment of Deloitte & Touche LLP as our independent auditors for 2026 Majority of votes cast No effect No effect To hold an advisory vote on approval of the compensation of our named executive officers Majority of votes cast No effect No effect To approve the proposed amendment to the Company's Amended and Restated Articles of Incorporation to permit removal of directors with or without cause Two-thirds of the outstanding total shares of stock entitled to vote at the annual meeting The effect of a vote against proposal The effect of a vote against proposal To approve the amendment and restatement of the Equity Incentive Plan of ManpowerGroup Inc.”.

b. Approved under the standard stated in the filing — “Abstentions and broker non-votes will not be counted as votes cast and, therefore, will have no impact on the approval of the proposal.”.

c. Approved under the standard stated in the filing — “Abstentions and broker non-votes will not be counted as votes cast and, therefore, will have no impact on the approval of the proposal.”.

Approval percentages are the company's own reported computations under its own stated standard, not recomputed by Velarion. Where a company does not state a standard, none is assumed.

Computed as the sum of the director compensation table rows above; inputs and formula shown in the register.

The compensation peer group as the company disclosed it in its own proxy — the reference set behind the percentile above.

Of the companies ManpowerGroup names as compensation peers, which name it back in their own disclosed peer groups. A peer set the market reciprocates reads differently from one selected in a single direction.

Reciprocity shown where the peer's own current proxy has been read — each mark is cited in the register to that peer's filing. A dash means the peer's current proxy was read and names no reciprocal group including ManpowerGroup.

Most recent fiscal-year chief executive compensation at each disclosed peer, taken from that company's own proxy statement.

Each peer's compensation is from its most recently filed proxy; fiscal years differ by company. Each peer's figures come from its own filings; the subject company is highlighted. Peers whose chief executive compensation is outside our coverage universe are stated as such, never left blank.

Read from each company's Compensation Discussion and Analysis: annual incentive payout as a percentage of target, the disclosed long-term vehicle mix, whether performance-share measures include a total shareholder return component, and the retained compensation consultant. “Not disclosed” appears only where the company's filing does not state the item.

Each figure's location is given both for the eye (section · page · table · row · column) and for a script (table/row/column index and exact character span in the filed document). Any figure can be independently confirmed against the source.