Company: AGIO
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0001193125-25-096719
Chunk: 70

Company: AGIOS PHARMACEUTICALS, INC.
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 70
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4 Actual Cash 
 Incentive        
 Payment (% of    
 Target Award)    |     |   |
| Brian Goff                 |     |            | 70 | % |     |           | 575,539 |     |             | 719,423 |     |                  | 125 | % |
| Cecilia Jones              |     |            | 45 | % |     |           | 226,746 |     |             | 283,433 |     |                  | 125 | % |
| James Burns                |     |            | 45 | % |     |           | 230,363 |     |             | 287,954 |     |                  | 125 | % |
| Sarah Gheuens, M.D., Ph.D. |     |            | 45 | % |     |           | 262,573 |     |             | 328,216 |     |                  | 125 | % |
| Tsveta Milanova            |     |            | 45 | % |     |           | 236,385 |     |             | 295,482 |     |                  | 125 | % |

The 2024 cash incentive payments for all employees, including the NEOs, were earned in 2024 and paid in 2025. As discussed below under “—2025 Executive Compensation Decisions”, the annual cash incentive target award percentages for 2025 performance for our NEOs remain unchanged from 2024 and 2023. Equity Incentive Awards Our equity award program is the primary long-term incentive compensation vehicle for our executives. We believe that equity grants provide our executives with a strong link to our long-term performance, create an ownership culture and help to align the interests of our executives and our stockholders. Our executives benefit from stock option and RSU awards as our stock price increases through the creation of stockholder value; similarly, the PSU awards granted to our executives vest only after the achievement of specified company performance milestones. Accordingly, we believe stock option, RSU and PSU awards provide meaningful incentives to our executives to increase the value of our stock over time. In addition, the vesting features of our equity grants contribute to executive retention by providing an incentive to our executives to remain employed with us during the vesting period. Equity compensation represents the largest at-riskcomponent of our NEOs’ compensation arrangements. We believe that it is appropriate to align the interests of our NEOs with those of our stockholders to achieve and sustain long-term