Company: CFG-PE
Filing Date: 2025-03-10
Form Type: DEF 14A
Source: 0000759944-25-000044
Chunk: 93

Company: CITIZENS FINANCIAL GROUP INC/RI
Filing Date: 2025-03-10
Form: DEF 14A
Chunk 93
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 full award is reflected, based on the amount of his variable compensation and related mix for the 2024 performance year.

(12) This amount reflects two weeks of base salary for each full year of service completed, with a minimum of 26 weeks of base salary. Mr. Coughlin is entitled to 40 weeks of base salary.

(13) This amount reflects (i) two times the sum of (a) base salary and (b) the average cash bonus paid for 2024, 2023, and 2022, plus (ii) a pro-rata portion of the average cash bonus paid for 2024, 2023, and 2022. Because the assumed termination date is December 31, 2024, the full award is reflected, based on the amount of each NEO's variable compensation and related mix for the 2024 performance year.

(14) For a description of the treatment of outstanding equity awards held by NEOs other than Mr. Van Saun, please see “—Termination of Employment and Change of Control—Equity Awards”.

#### Citizens Financial Group85

#### Compensation Matters

### Role of Risk Management in Compensation
The Company acknowledges that there are inherent risks associated with executive compensation and has taken a multi-faceted approach to managing those risks, including the following:

| Risk Mitigating Compensation Governance                                                                                                                                                                                                                                                                                                 |
| •Executives are subject to stock ownership and retention guidelines and are prohibited from hedging and pledging Company securities.                                                                                                                                                                                                    
 •Our compensation plans are subject to an annual internal risk review, which is conducted by an independent third-party every three years to ensure impartiality and alignment with market practice and regulatory expectations.  The Compensation and HR Committee also reviews our plans annually, including from a risk perspective. 
 •Equity compensation awards are subject to potential forfeiture or clawback in connection with the Clawback Policy as well as our ARP process, pursuant to which a broader set of consequences may be imposed under a broader set of circumstances (including risk-related events).                                                     |
| Compensation Design That Drives a Culture of Risk Management                                                                                                                                                                                                                                                                            |
| •The amount of  executives' variable compensation is determined based on a review of various aspects of performance, including Company and individual performance relating to risk and control.                                                                                                                                         
 •Executives are awarded a meaningful portion of their variable compensation (65%-75%) in the form of long-term equity awards, which consist of PSUs that vest in a single installment following a