Company: BBVXF
Filing Date: 2025-02-14
Form Type: 6-K
Source: 0001193125-25-027343
Chunk: 27

Company: BANCO BILBAO VIZCAYA ARGENTARIA, S.A.
Filing Date: 2025-02-14
Form: 6-K
Chunk 27
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 or instruments. ? At least 60% of the AVR is deferred over fi ve years. ? Ex post risk adjustments to the Deferred AVR in the event of capital and liquidity thresholds not being reached. ? Malus and clawback arrangements for 100% of the AVR (both in cash and in shares or instruments). ? Withholding of shares or instruments for one year after delivery. Chair Target AVR: €3,572 thousand ? Target STI: €2,286 thousand ? Target LTI: €1,286 thousand Chief Executive Offi cer Target AVR: €2,672 thousand ? Target STI: €1,710 thousand ? Target LTI: €962 thousand • See breakdown of the amount of the 2024 AVR in section 3.2.B a). Non-compete arrangement • Two years of duration following termination of offi ce of the executive director. • Payment of one AFR for each year of duration of the arrangement. • Provided that the termination does not occur due to retirement, disability or serious dereliction of duties. This English version is a translation of the original in Spanish for information purposes only. In case of discrepancy the original in Spanish shall prevail.

Annual Report on the Remuneration of BBVA Directors 23 As for the rest of the members of the Identified Staff, and in compliance with the provisions of the European prudential regulations applicable to the Bank as a credit institution, the Policy establishes that the total remuneration of executive directors shall be duly balanced between fixed and variable components. To this end, the Directors’ Remuneration Policy establishes the theoretical relative proportion between the main fixed and variable components of the remuneration of BBVA’s executive directors (“target ratios”), that take into account both the role carried out by executive directors and their impact on the risk profile of the Group, as they do for the rest of members of the Identified Staff: In order to establish remunerations that are adequate to the duties performed by the executive directors and competitive with that applicable to equivalent roles in the main peer institutions of the Bank, when determining their compensation, consideration is given, among other matters, to the compensation established for similar positions in the institutions that make up BBVA’s main peer group for remuneration purposes. More precisely, BBVA’s reference group for remuneration purposes (which remains unchanged with respect to the previous year) is composed of the group of institutions indicated below. These are the institutions that are considered to be the best benchmarks for the BBVA Group in terms of size