Company: GE
Filing Date: 2025-03-13
Form Type: DEF 14A
Source: 0001308179-25-000114
Chunk: 51

Company: GENERAL ELECTRIC CO
Filing Date: 2025-03-13
Form: DEF 14A
Chunk 51
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 Nonqualified Deferred Compensation Tableon page 46. See Deferred Compensationon page 45 for information on the available distribution types under each plan.

ANNUAL BENEFITS UPON DISABILITY. Reflects the 50% joint and survivor annuity under the Pension Plan and the Supplementary Pension benefit, and/or 10 annual installment payments as the Executive Retirement Benefit if the participant has at least 15 years of service. Participants who are disabled after age 60 are eligible to retire and amounts are shown in the Retirement column. ANNUAL BENEFITS UPON VOLUNTARY TERMINATION. Reflects the 50% joint and survivor annuity payable at age 60 under the Pension Plan for Mr. Stokes; does not include any payments under the Supplementary Pension Plan (either the Supplementary Pension benefit or the Executive Retirement Benefit) because they are forfeited upon voluntary termination before age 60. Participants who terminate employment after age 60 are eligible to retire and amounts are shown in the Retirement column. ANNUAL BENEFITS UPON RETIREMENT. Reflects 10 annual installment payments as the Executive Retirement Benefit for Mr. Culp, who has reached age 60. Life Insurance Benefits For a description of the supplemental life insurance plans that provide coverage to the named executives, see Life Insurance Premiumson page 40. Mr. Stokes is the only named executive officer who qualifies for these supplemental life insurance plans, as they were discontinued for executives joining the company (or being promoted to the relevant band of seniority) on or after January 1, 2018. If the eligible named executive had died on December 31, 2024, the survivors of the executive would have received the following under these arrangements.

| NAME   |     |       DEATH 
     BENEFIT |
| Stokes |     | $11,483,764 |

The company would continue to pay the premiums in the event of a disability for Executive Life, until the maturity date, and under Leadership Life, until the later of age 65 or 10 years in the plan.

GE Aerospace 2025 Proxy Statement 51 Other Executive Compensation Policies & Practices Roles and Responsibilities in Succession Planning and Compensation MANAGEMENT DEVELOPMENT & COMPENSATION COMMITTEE. The Compensation Committee has primary responsibility for helping the Board develop and evaluate potential candidates for executive positions and for overseeing the development of executive succession plans. As part of this responsibility, the Compensation Committee oversees the compensation program for the CEO and the other named executives, as described more fully in the Compensation Committee’s charter (see