Company: BK-PK
Filing Date: 2025-03-05
Form Type: DEF 14A
Source: 0001193125-25-046216
Chunk: 4

Company: Bank of New York Mellon Corp
Filing Date: 2025-03-05
Form: DEF 14A
Chunk 4
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 by the Board and its committees |

BNY 2025 PROXY STATEMENT 7

INTRODUCTION Compensation Principles and Practices Our compensation program is designed to compensate our executive officers for performance in a manner that is aligned with our stockholders’ interestsand consistent with our high standards for risk management. The primary elements of the compensation program for our Named Executive Officers (“NEOs”) are base salary and incentive compensation, delivered through a combination of cash, Performance Share Units (“PSUs”) and Restricted Stock Units (“RSUs”). The HRC Committee uses a scorecard approach to make incentive compensation determinations. The scorecard for each NEO includes a corporate component (which incorporates both quantitative and qualitative metrics) and an individual modifier, enabling the HRC Committee to comprehensively analyze both corporate and individual performance. The following table summarizes the key components of our compensation program for 2024, and a detailed discussion, including with respect to the compensation decisions for our NEOs, is provided in the “Compensation Discussion & Analysis” section of this proxy statement, which begins on page 49.

| Program Feature                                 |     | Practice                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                          |
| Balanced approach for    incentive compensation |     | •  Incentive compensation is awarded in a balanced mix of cash and deferred incentive compensation in the form of deferred equity:   •  Cash incentive comprised 20% of total incentive compensation for our CEO and 30% for our other NEOs   •  Deferred equity comprised 80% of total incentive compensation for our CEO and 70% for our other NEOs. Deferred equity for 2024 was awarded in:   •  PSUs – 60% of total incentive compensation for our CEO and 45% for our other NEOs   •  RSUs – 20% of total incentive compensation for our CEO and 25% for our other NEOs                                                                                                                                                                                                                                                                                                                                                                                     |
| Directly link pay to    performance             |     | •  Incentive compensation is directly tied to a combination of company and individual performance   •  Corporate component – derived from a set of financial metrics (weighted 70%) and non-financial goals (weighted 30%), with the overall earnout capped at 150%   •  Individual modifiers – enable differentiation based on individual performance and, if appropriate, business unit performance. The modifier is capped at