Company: NOC
Filing Date: 2025-04-04
Form Type: DEF 14A
Source: 0001133421-25-000016
Chunk: 67

Company: NORTHROP GRUMMAN CORP /DE/
Filing Date: 2025-04-04
Form: DEF 14A
Chunk 67
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 a termination date of December 31, 2024: (i) cash severance equivalent to 1.5x the sum of the annual base salary and target annual bonus, (ii) continued medical/dental coverage for the severance period, (iii) financial planning/income tax preparation fees for the year following termination and (iv) outplacement services up to 15% of salary.

#### 82Northrop Grumman

#### 2024 CEO Pay Ratio
We are providing the following information about the relationship of the annual total compensation of our median employee and the annual total compensation of our CEO, Ms. Warden, as of our fiscal year ended December 31, 2024. The pay ratio included in this information is a reasonable estimate calculated in a manner consistent with Item 402(u) of Regulation S-K under the Securities Exchange Act of 1934, as amended (the "Exchange Act").

In accordance with SEC rules, we used the same median employee in 2024 who we identified in the prior year's proxy statement. There were no changes to our global employee population or our compensation plans that would result in a significant change to our pay ratio.

We calculated the median employee’s annual total compensation in the same manner as the CEO’s annual total compensation as calculated in the Summary Compensation Table on page 70. The median employee’s annual total compensation was $109,782, which includes other forms of compensation such as financial and wellness benefits. The CEO’s annual total compensation was $24,359,199. Based on this information, for 2024 the ratio of the annual total compensation of the CEO to the annual total compensation of the median employee was 222:1.

#### 2025 Proxy Statement83

#### Pay Versus Performance
Pay Versus Performance Table

The following table provides five years of the Company’s compensation and performance history prepared in accordance the Exchange Act and does not necessarily reflect value actually realized by the executives or how our Compensation and Human Capital Committee evaluates compensation decisions in light of Company or individual performance. For information on how our Compensation and Human Capital Committee aligns pay with performance when making compensation decisions, please review the CD&A beginning on page 48.

Based on the data shown in the table there is general alignment between the ”compensation actually paid” (CAP), as defined by the SEC, and the included metrics. While the CAP calculation includes important compensation elements, it does not reflect the executives ’ ”earned” compensation.

| Year(1) |     | Summary Compensation