Company: SPR
Filing Date: 2025-04-23
Form Type: DEF 14A
Source: 0001140361-25-015209
Chunk: 28

Company: Spirit AeroSystems Holdings, Inc.
Filing Date: 2025-04-23
Form: DEF 14A
Chunk 28
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% of the total ((30% Boeing, 15% Airbus, 10% Defense, & 5% Aftermarket) & Financial progress at 40% of the total score broken down by targets for our US sites (minus Kinston) at 80% of the score and the Financial progress of our Non-US sites (Plus Kinston) at 20% of the score. 
 •No changes were made to our primary compensation benchmarking peer group which reflects continued market dynamics and the most appropriate peer companies.                                                                                                                                                                                                                                                                                                                                                                 |     | •50% time-based and 50% performance-based                                                                                 
 •Metrics and weightings for the performance-based component:                                                              
 •Relative TSR (100%)                                                                                                      
 •Maintained a secondary peer group specific to relative TSR to maximize effectiveness of the metric as an incentive tool. |

Looking Forward: 2025 Incentive Programs For 2025 grants under our long-term performance incentive program, all equity awards will be in the form of RSUs (as required by the Merger Agreement). For our 2025 annual cash incentive, we continue to focus on quality measures (60%) and financial measures (40%).

| 2025 Annual Cash Incentive                                                                                                                                                                                          |     | 2025 Long-Term Incentive                                    |
| •60% Quality and 40% Financial (except Aftermarket segment is 100% Financial)                                                                                                                                       
 •Quality metrics:                                                                                                                                                                                                   
 •Commercial Segment – measures the average tags combined per line unit during the same quarter in the previous year weighted across programs.                                                                       
 •Defense Segment – Metric 1 (50%): measures non-conformances per line unit during the same quarter in the previous year weighted across programs and Metric 2 (50%): rework hours per unit weighted across programs 
 •Similar Financial metrics as used in prior years                                                                                                                                                                   |     | •100% time-based RSUs (as required by the Merger Agreement) |

Executive Compensation Plan Design The objectives of our executive compensation programs are to:

| • | attract, retain, and motivate highly qualified executives; |

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| • | promote absolute performance through the use of structured incentives; |

| • | align pay with relative performance by developing and benchmarking against an appropriate peer group (see “Peer Benchmarking”); |

| • | link the interests of our NEOs with those of our stockholders, including by using TSR as a compensation incentive metric; and |

| • | manage appropriate risk-taking through the