Company: BKR
Filing Date: 2025-03-31
Form Type: DEF 14A
Source: 0001193125-25-067674
Chunk: 43

Company: Baker Hughes Co
Filing Date: 2025-03-31
Form: DEF 14A
Chunk 43
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400,000 |     | 140%        |
| Maria Claudia Borras                                        
 Chief Growth & Experience Officer                           |     |     $970,000 |     |   $1,261,000 |     | 130%        |
| Ganesh Ramaswamy                                            
 Executive Vice President – IET                              |     |     $930,000 |     |   $1,395,000 |     | 150%        |
| Georgia Magno Chief Legal Officer                           |     |     $650,000 |     |     $910,000 |     | 140%        |

Long-Term incentive compensation

| Key action: Awarded annual long-term incentive grants with an emphasis on outperforming the market   With the intention of incentivizing strong performance and ensuring a heavy weighting of at-risk performance incentives, the Human Capital and Compensation Committee granted 60% of Mr. Simonelli’s and 50% of the other NEOs’ annual long-term incentives during the 2024 grant cycle in the form of Performance-based Share Units (“PSUs”). The vesting of the PSUs is subject to the Company’s FCF conversion, ROIC, and TSR, all measured over a three-year performance period ending in 2026. |

2024 annual long-term incentive awards The long-term incentive program allows executive officers to earn compensation based on sustained multi-year financial and/or superior stock price performance. Consistent with our at-riskpay philosophy, long-term incentives comprise the largest portion of an executive officer’s compensation package. Approximately 73% of Mr. Simonelli’s annual target total compensation is based on long-term incentives, while the other NEOs have an average of 58% based on long-term incentives. A primary objective of the long-term incentive plan is to align the interests of executive officers with those of our shareholders. The Human Capital and Compensation Committee determines the total grant date values of long-term incentives to be granted to the executive officers as well as the form of long-term incentive compensation vehicles to be utilized. The awards granted to executive officers by the Human Capital and Compensation Committee vary each year and are based on factors such as the demand for talent, cost considerations, the performance of the Company, the executive officer’s performance, competitive compensation information, and the overall value of each NEO’s total compensation package as well as other factors the Human Capital and Compensation Committee deems critical to achieving the Company’s business objectives. In February 2024, the Human Capital and Compensation Committee approved long-term incentive awards aligned with the NEOs