The CEO's total reported compensation nearly doubled from about $9.4 million in 2024 to about $16.8 million in 2025, driven primarily by a $6.76 million special performance-based stock award — essentially a single large award intended to cover the next five years, reported all at once in a single year — despite a year in which actual earnings fell to $131 million against a $263 million target, resulting in zero payouts on most performance metrics and only a 57% bonus payout on the Workday partnership component alone. This outcome puts NSP squarely in the category of variable pay above benchmark while the company's three-year total return of approximately -75% trails its own peer group median by more than 50 percentage points, far exceeding the policy's 20-point pay-for-performance misalignment trigger. While the special performance-based stock award has challenging stock price hurdles and the committee engaged with shareholders, the overall pay package — especially the timing and magnitude of the special award in a year of significant financial underperformance — does not adequately align executive outcomes with the shareholder experience over the past three years.

Ernst & Young has audited Insperity since 1991 — a relationship of approximately 35 years — which exceeds the policy's 25-year tenure threshold; the proxy does not provide a specific and compelling rationale (such as a formal multi-year rotation plan or exceptional audit quality metrics) for retaining the same firm for so long, raising concerns about whether the auditor can maintain truly independent professional judgment after decades working with the same management team; the non-audit fee ratio of about 5.7% is well within the acceptable range and raises no concerns, but the tenure issue alone is sufficient to trigger a No vote under the policy.