CEO total compensation of approximately $3.86 million is reasonable for a CEO of a ~$703M market-cap funeral and cemetery services company, and prior-year shareholder support was very strong at approximately 95%. The pay structure is well-designed: 77% of the CEO's total direct compensation is variable and at-risk, consisting of a performance-based annual cash bonus tied to Adjusted EBITDA growth, restricted stock units vesting over three years, and performance stock awards that only pay out upon achievement of multi-year EBITDA targets — with no discretionary components remaining as of 2025. Stock performance aligns with incentive pay: CSV's 3-year return of 52% is essentially in line with the XLY sector ETF, and the variable incentive pay was earned against clearly defined financial metrics rather than awarded despite underperformance.

The proxy does not disclose auditor tenure or a fee breakdown between audit and non-audit fees, so neither the tenure trigger nor the non-audit fee ratio trigger can be confirmed; per policy, both triggers require confirmed data to fire, so the default FOR vote applies. Grant Thornton is a large national firm appropriate for a company of CSV's size (~$703M market cap).