Company: SPR
Filing Date: 2025-04-23
Form Type: DEF 14A
Source: 0001140361-25-015209
Chunk: 29

Company: Spirit AeroSystems Holdings, Inc.
Filing Date: 2025-04-23
Form: DEF 14A
Chunk 29
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 (such benefits are provided upon a qualifying termination following a change in control) (except for the CEO Retention RSU Grant) |
| ✔          |     | Rigorous Targets. Performance targets are rigorous and tied to key measures of profitability and performance                                                        |     | ✘                |     | No “Evergreen” Provisions in Omnibus Incentive Plan. We have no “evergreen” provisions in our stockholder-approved incentive plan that would allow continuous share pool refreshment                                                                         |

Setting Target Pay The Compensation Committee reviews and approves the target pay levels for our NEOs with respect to salary, our annual cash incentive, and our long-term incentives. In setting these levels, the Compensation Committee works with management and external advisors, including our independent compensation consultant, and reviews the following:

| • | the Company’s compensation objectives; |

| • | peer group compensation levels and broad survey data provided by the Compensation Committee’s independent compensation consultant, along with other market data; |

| • | each NEO’s position responsibilities, goals, and challenges; and |

| • | the experience, prior performance, and potential of each NEO. |

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TABLE OF CONTENTS

The Company generally sets total annual direct compensation (consisting of base salary, the annual cash incentive, and long-term incentives) of the NEOs at a target level that is at or around the market median, subject to individual circumstances and exceptions. Additional information about the Company’s peer group can be found under the “Peer Benchmarking” section. Aligning Pay with Performance The 2024 compensation structure (excluding perquisite, “other” compensation, and changes in pension value) for our CEO and the other NEOs is described in the chart below. A significant portion of our NEOs’ direct compensation is delivered through performance-based pay. Our interim CEO and interim CFO’s compensation was intentionally structured with the use of time-based shares in light of the unique nature of the interim role and of Mr. Shanahan and Ms. Esteves’ substantial value and experience. Our Pay Metrics The table below explains the metrics and inputs used to measure performance and determine 2024 compensation. We strive to design incentive plans that challenge our executives and drive achievement, but are also achievable at target performance, with less frequent achievement of maximum performance and below threshold performance.

| Program                                     |                                              |     | Metric/Input                              |     |     | Segment Weight(1) |     |     | Corporate Weight(1) |                                                                          |     | Scale                                                              |                                                                                                                              |     | Rationale for