Company: WAL-PA
Filing Date: 2025-04-23
Form Type: DEF 14A
Source: 0000950170-25-057334
Chunk: 48

Company: WESTERN ALLIANCE BANCORPORATION
Filing Date: 2025-04-23
Form: DEF 14A
Chunk 48
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izable Pay is calculated as follows: (a) Base salary is base salary cash compensation from FY22-FY24; (b) Bonus is FY22-FY24 bonus actually paid; and (c) Long Term Incentives include the equity grants made during the FY22-FY24 period, all valued using the Company’s stock price of $83.54 as of December 31, 2024, where PSU awards are based on actual payouts and estimated payouts where the cycle is incomplete and all other awards are based on the number of shares granted.                           |

| 50 | 2025 PROXY STATEMENT |

| EXECUTIVE COMPENSATION |

In addition, the Company's approach to executive compensation is built on a strong pay-for-performance philosophy, aiming to reward executives based on the value they help create. By setting ambitious goals, the Company aligns the NEOs with the opportunity to share in the Company's success. The Company's performance, as measured by key financial metrics commonly used in the banking industry, ranks among the top performers. This strong performance justifies the competitive pay levels provided to the NEOs and is aligned with the Company's executive compensation philosophy. Over the past three years, both pay and performance data indicate that the Company's executive compensation program is effectively aligned with the Company's objectives. The summary compensation table, reflecting the most current information available, supports this alignment by demonstrating a clear correlation between the Company's financial achievements and the compensation awarded to our executives.

| (1) | Return on equity (ROE), return on assets (ROA) and return on common equity (ROCE) are measured on a 1-year, 3-year and 5-year basis as of December 31, 2024.         |
| (2) | 3-year ROE, ROA and ROCE performances reflect the average of 2022-24 performances. 5-year ROE, ROA and ROCE performance reflect the average of 2020-24 performances. |
| (3) | Charts compare performance between Company and peer group (shown at 50th, 75th and 90th percentile levels).                                                          |

Additional evidence supporting the strong pay-for-performance nature of the long term incentive programs can be found in the Pay Versus Performance section (pages 62 - 64 ). The Compensation Actually Paid versus Company Performance chart on page 64 illustrates the connection between compensation actually paid and TSR.

| 2025 PROXY STATEMENT | 51 |

| EXECUTIVE