Company: AXS-PE
Filing Date: 2025-04-03
Form Type: DEF 14A
Source: 0001214816-25-000088
Chunk: 37

Company: AXIS CAPITAL HOLDINGS LTD
Filing Date: 2025-04-03
Form: DEF 14A
Chunk 37
---
ROACE, as well as individual non-financial performance achievements to generate an overall score of 150.5%.

• Long-Term Incentive Award: Given the extraordinary accomplishments of 2024, the Committee and Board awarded the CEO a long-term incentive award of $5,040,000 (in comparison to his $4,200,000 target award) for performance year 2024. The Committee and Board evaluate a variety of factors, including company and individual performance, when awarding LTI awards. Mr. Tizzio's equity award is a mix of 60% PSUs and 40% RSUs.

|                                     |     | 2024 Performance Year(1) |
| Base Salary                         |     |               $1,050,000 |
| Actual Incentive                    |     |               $2,686,425 |
| Annual RSUs (Time-Based)            |     |               $2,016,000 |
| Annual PSUs (Awarded at Target)     |     |               $3,024,000 |
| Total Performance Year Compensation |     |               $8,776,425 |

(1) Some of the compensation above differs from the data presented in the Summary Compensation Table included in this proxy statement. This is because SEC rules require that the Summary Compensation Table include equity compensation in the year granted, while the Committee awards equity compensation after the performance year. Therefore, equity compensation granted in 2025 for the 2024 performance year will be shown in next year’s Summary Compensation Table. Further, the table above reflects the fair value of the equity compensation at the time of grant communicated to our NEOs for compensation purposes, as opposed to the value of the equity awards under Monte-Carlo simulation where applicable (as required by accounting rules and reflected in the Summary Compensation Table).

| AXIS 2025 Proxy Statement |     | 47 |

| Compensation Discussion and Analysis |

#### Best Pay Practices
Highlighted below are compensation practices that we maintained in 2024 to drive Company performance and align the interests of the Company’s executives with its shareholders:

| What             
 We Do            |     |   |     | þ                                                                                                             |     | Set robust goalsat the beginning of the year, ensuring adequate stretch goals within our risk framework |
|                  |     | þ |     | Link performance metrics to strategy tosupport shareholder value                                              |     |                                                                                                         |
|                  |     | þ |     | Provide appropriate mixof fixed and variable pay to reward Company, business unit, and individual