Company: WSBC
Filing Date: 2025-03-14
Form Type: DEF 14A
Source: 0000950170-25-039418
Chunk: 36

Company: WESBANCO INC
Filing Date: 2025-03-14
Form: DEF 14A
Chunk 36
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 the capital raise of $200 million, which added approximately 7.3 million shares.

2.Mr. Pietranton died on June 19, 2024 and accordingly the Compensation Committee awarded 50% of the annual bonus to which he would have qualified for a full year of service.

Payment of Annual Incentive Awards.Annual incentive awards for each named executive officer are calculated by multiplying the weighting assigned to a performance target by the target incentive award for the executive. The resulting

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product is then multiplied by the actual results achieved for that performance target. The Compensation Committee does this for each performance target, with the sum of all performance targets for a named executive officer generally being the annual incentive award for the executive. For 2024, the Corporation did satisfy its minimum overall corporate goal, so the officers were eligible for incentive payments without the exercise of discretion by the Committee.

The Committee noted that actual performance did achieve threshold in each category for the year 2024. The Committee granted awards as noted above with individual determinations explained in more detail below for each Named Executive Officer. As a result of that review, the Committee approved the payment of cash incentive awards for 2024 to the Named Executive Officers in the following amounts: Jeffrey H. Jackson - $767,262; Daniel K. Weiss, Jr. - $383,609; Jayson M. Zatta - $469,550; Michael L. Perkins - $315,154; Anthony F. Pietranton - $163,252 and Brent E. Richmond - $146,478.

The Compensation Committee, at its discretion, may allocate a portion of the annual cash bonus award to a deferred payout period. The deferred payout portion is then spread ratably over a three-year period beginning in the third year following the award of compensation. Thus, the annual bonus may include both a currently paid portion and a deferred portion. The Committee believes the deferral serves as an executive retention incentive in that an executive terminating his or her employment before deferred amounts are paid out forfeits such unpaid amounts. The Committee did not allocate any portion to a deferred payment period for 2024.

The amount of each award was based primarily on the factors noted above, the executive officer’s performance, the level of his or her responsibilities and internal equity considerations. The Committee also considered the competitive market data for the 2024 Peer Group from compensation surveys provided by the consultant in the earlier survey. In assessing each officer’s performance and determining award