Shareholder Outreach Summary 1 PAR is a predominantly SaaS company,
delivering superior performance to our shareholders PAR Technology Corporation (“PAR”) has evolved to become a SaaS focused company. PAR’s SaaS software comprises 66% of its revenues (as of Q1’25), up from 27% in 2022 PAR’s total
shareholder return (TSR) was +67% in 2024, which was at the 96th percentile relative to its 2025 Peer Group. Since Savneet Singh was appointed as Interim CEO in December 2018 PAR’s +283% TSR significantly exceeded major market indices over
the same time period (through 12/31/24) We use a relevant, SaaS-focused compensation peer group Our compensation peer group mirrors our SaaS focus and has comparable market capitalization to ours, which the Compensation Committee views as
important for obtaining relevant executive compensation benchmarks, especially for long-term incentives Our Government segment was divested during 2024. Our official Global Industry Classification Standard (GICS) is Electronic Equipment
& Instruments. Because of this industry classification, third-party proxy advisor firms compare us to hardware-focused companies with lower market capitalization values, which leads to significantly lower executive pay benchmarks than
the benchmarks from our peer group of software companies. We are petitioning to have our GICS code changed CEO Recognition Grant and Executive Pay Best Practices Highlights of our executive pay program best-practices include: (i)
double-trigger equity award acceleration for all awards granted since June 2023, (ii) robust stock ownership guidelines that feature a 6x salary guideline for our CEO, and (iii) robust clawback policy that goes beyond the SEC requirements
by allowing the Compensation Committee to claw back time-vested equity awards (rather than just incentive-based compensation) In December 2024 we awarded our CEO a $4.5 million Recognition Grant using RSUs to (i) address a market gap in
regular 2024 long-term incentive target face value (especially the RSU portion); (ii) further reward for extraordinary performance; and (iii) retain our high-performing CEO with a back-loaded vesting structure in alignment with shareholders
(i.e., 70% vests at the end of 2027)