Company: WFC-PC
Filing Date: 2025-03-19
Form Type: DEF 14A
Source: 0000072971-25-000090
Chunk: 30

Company: WELLS FARGO & COMPANY/MN
Filing Date: 2025-03-19
Form: DEF 14A
Chunk 30
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2 – Shareholder Proposal – Advisory Resolution to Approve Executive Compensation (Say on Pay) 
 Our Board recommends that you voteFORthis proposal.                                                |

#### 2025 Proxy Statement41

#### Executive Compensation

### Compensation Discussion and Analysis
| Introduction                                                           |     | 43 |
| 2024 Executive Compensation Program                                    |     | 47 |
| Performance Assessment and Variable Compensation Determination Process |     | 50 |
| 2024Named Executive Officer Compensation                               |     | 53 |
| Compensation Policies and Practices                                    |     | 69 |
| Compensation Governance Oversight                                      |     | 72 |

2024 Named Executive Officers

| Charles W.Scharf                      
 Chief Executive Officer and President |     | Michael P. Santomassimo             
 Senior EVP, Chief Financial Officer |     | Jonathan G.Weiss           
 Senior EVP, Co-CEO of CIB1 |     | Fernando S Rivas           
 Senior EVP, Co-CEO of CIB1 |     | Bridget E. Engle               
 Senior EVP, Head of Technology |

1. Mr. Weiss stepped down as Co-CEO of Corporate and Investment Banking ( CIB ) on January 30, 2025. Mr. Rivas became the sole CEO of CIB on January 30, 2025.

#### 42Wells Fargo & Company

#### Executive Compensation
Introduction

Executive Summary

The Company’s executive compensation program is designed and delivered in accordance with our compensation principles: pay for performance; promote effective risk management; and attract and retain talent. Since 2021, the HRC made several significant enhancements to our executive compensation program based on feedback from shareholders, including pay structure (e.g., increased the percentage of CEO pay delivered as Performance Share Awards ( PSAs ); reintroduced relative Return on Tangible Common Equity ( ROTCE ) performance) and disclosure (e.g., the performance assessment process used by the HRC, including their pay determination process), which have resulted in strong support for the Company’s pay program.

| 2024 Say on Pay Proposal Vote 
 92.7% support                 |

Select members of our Board and management engage in direct conversations with our largest institutional investors throughout the year, and we rely on these engagement sessions to understand shareholder perspectives and respond to their questions regarding the design and administration of our executive compensation program. We value shareholder feedback, and key themes are shared with the Board. Shareholders continued to generally express support for and understanding of our current executive compensation structure and its alignment to advancing our strategic priorities. For