Company: WSBC
Filing Date: 2025-03-14
Form Type: DEF 14A
Source: 0000950170-25-039418
Chunk: 29

Company: WESBANCO INC
Filing Date: 2025-03-14
Form: DEF 14A
Chunk 29
---
 for both Mr. Jackson and Mr. Weiss. See section entitled "SERP" on page32. The Compensation Committee also noted comparable performance ratios based on core earnings for 2023 with a ROAA of 0.98% compared to the peer group’s median of 1.13% and core return on average tangible common equity of 13.36% compared to the peer group’s median of 14.56%.

Management’s Role in the Compensation-Setting Process.Management plays a significant role in the compensation setting process. The most significant aspects of management’s role are:

Evaluating employee performance;

Establishing business performance targets and objectives for individual executives other than the named executive officers; and

Recommending to the Compensation Committee salary levels and equity awards.

Our Chief Executive Officer works with the Compensation Committee Chair in establishing the agenda for Compensation Committee meetings. Our management also prepares meeting information for each Compensation Committee meeting.

The Chief Executive Officer also participates in Compensation Committee meetings at the Committee’s request to provide:

Background information regarding the Corporation’s strategic objectives;

His evaluation of the performance of the senior executive officers; and

Compensation recommendations as to senior executive officers (other than himself).

Annual Evaluation.Our Compensation Committee meets in an executive session each year to evaluate the performance of the named executive officers, to determine their annual bonuses for the prior fiscal year, to certify achievement of performance measures after the measurement period, to establish their performance objectives for the current fiscal year, to set their base salaries for the next calendar year, and to consider and approve any grants to them of equity incentive compensation.

The Compensation Committee’s process begins with establishing individual and corporate performance objectives for senior executive officers, including all of our named executive officers, in the first quarter of each calendar year. Our Compensation Committee engages in an active dialogue with the Chief Executive Officer concerning strategic objectives and performance targets. The Compensation Committee reviews the appropriateness of the financial measures used in incentive plans and the degree of difficulty in achieving specific performance targets. Corporate performance objectives typically are established on the basis of a targeted return on assets and return on equity, as well as growth in earnings per share and individual goals for particular business units within the Corporation.

Components of Executive Compensation

The principal components of our executive compensation program are:

Base salary;

Annual cash incentive awards;

Long-term incentives; and

Retirement plans.

In addition to these principal components, our compensation program also includes employment contracts, change in control agreements, deferred compensation opportunities, a bank-owned life insurance program and other perquisites and benefits, each of