Company: BOKF
Filing Date: 2025-03-20
Form Type: DEF 14A
Source: 0000875357-25-000020
Chunk: 27

Company: BOK FINANCIAL CORP
Filing Date: 2025-03-20
Form: DEF 14A
Chunk 27
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 - 40%, Maun - 40% and Vincent - 40%, as more fully described under “Annual Incentive Bonus” on page 36. A portion of long-term incentive ("LTI") target compensation, as more fully described under “Long Term Incentive Compensation” on page 38, is based on comparison to the peer bank median and is paid in restricted stock and restricted stock units (hypothetical Company common stock units), a majority of which, by the terms of the Plan, are performance based. In 2024, Kymes' LTI was 100% performance-based, while the other NEOs' LTI was 70% performance based and 30% service-based. The Committee’s goal has always been to provide competitive remuneration to executives to enable the Company to hire and retain top talent. The Committee has reviewed previous years’ earnings per share performance relative to the peer banks and compensation paid to named executives relative to compensation paid to persons in similar positions at the peer banks.

Factors Used for Establishing Executive Compensation

The following is an explanation of the primary data, metrics and criteria used by the Committee to determine compensation as more fully described in "Components of Compensation" below:

Earnings Per Share Growth Compared to Peers

• EPS Growth is a component of the annual and long term incentive under the Executive Incentive Plan.

• The Committee views EPS Growth as an important variable used in public markets to measure profitability and determine the Company’s stock price and, thus, shareholder value.

Business Performance

• "Business Performance" is determined by comparing the two-year average actual financial contribution of a business unit of the Company to its planned performance. Business Performance targets are established using standard Company methodologies and approved annually by the Board of Directors.

• Linking compensation to Business Performance motivates executives to achieve superior results in their particular business units, contributing to Company-wide profitability.

Strategic Objectives

• At the beginning of each year, Mr. Kymes meets with each of the named executives and other executives of the Company to establish individual strategic objectives ("Strategic Objectives").

• Strategic Objectives focus the executive team on expanding organizational capabilities, optimizing business models, and managing risk.

• Progress is discussed with each named executive and the other executives periodically throughout the year.

Peer Group Compensation Data

• The Company’s internal compensation group completes an annual peer review of executive compensation using publicly available information, including proxy statements.

• The Committee uses this information to assist in setting base salary and to establish annual and long-term