Company: SPR
Filing Date: 2025-04-23
Form Type: DEF 14A
Source: 0001140361-25-015209
Chunk: 37

Company: Spirit AeroSystems Holdings, Inc.
Filing Date: 2025-04-23
Form: DEF 14A
Chunk 37
---
 this Proxy Statement. |

| Sean Black, SVP, Engineering and R&T, Chief Technology Officer |     |                                     |     |                        |
| 2024 Compensation                                              |     | Changes During 2024                 |     | Changes For 2025(1)    |
| Annualized Salary                                              
 $425,000                                                       |     | Annualized Salary                   
 Increased from $375,000 to $425,000 |     |                        |
| Annual Cash Incentive                                          
 75% target                                                     |     | Annual Cash Incentives              
 Increased from 70% to 75%           |     | No changes             
 to salary, ACI, or LTI |
| Long-Term Incentive                                            
 125% target                                                    |     | Long-Term Incentive                 
 Increased from 100% to 125%         |     |                        |

| (1) | As of the date of this Proxy Statement. |

36

TABLE OF CONTENTS

Compensation Governance The Compensation Decision-Making Process As set forth in its charter (available at: http://investor.spiritaero.com/corporate-governance/govdocs/ default.aspx), the Compensation Committee is responsible for overseeing the administration of the Company’s compensation plans, policies, and programs. Further, the Compensation Committee is responsible for setting compensation for, and reviewing performance of, the Company’s executive officers. Pursuant to its charter, the Compensation Committee has the authority to delegate its responsibilities to such subcommittees as it deems appropriate, so long as the subcommittee is solely composed of one or more members of the Compensation Committee. In setting executive officer compensation, the Compensation Committee takes into consideration the following:

| • | Overall Company performance and progress toward strategic priorities; |

| • | The CEO’s self-assessment and performance reviews of the other NEOs; |

| • | The Compensation Committee’s and Board’s views of the NEOs’ performance; |

| • | The counsel and recommendations of the Chief Administrative Officer; |

| • | Results from benchmarking against the Company’s peer group and survey data; and |

| • | The analysis and consulting advice of its independent compensation consultant with respect to the amount or form of such compensation. |

The Compensation Committee strives for internal pay equity among the Company’s NEOs. Pay equity across the NEO group is balanced among a myriad of other factors. The Compensation Committee remains cognizant of pay equity as it makes compensation decisions and adjustments throughout the year. Independent Compensation Consultant The Compensation Committee’s