Company: NWBI
Filing Date: 2025-03-07
Form Type: DEF 14A
Source: 0001193125-25-049104
Chunk: 33

Company: Northwest Bancshares, Inc.
Filing Date: 2025-03-07
Form: DEF 14A
Chunk 33
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 We do not have tax gross ups                                                         |
| ✔          |     | Use an independent compensation consultant                                                                      |     | ✗                |     | We do not allow short selling or the use of Company stock as collateral for loans    |
| ✔          |     | Limit the value of equity awards that may be granted to non-employee directors                                  |     |                  |     |                                                                                      |

Shareholder Say-on-PayVote.In accordance with SEC rules at our 2024 Annual Meeting of Shareholders, we held an advisory, non-bindingvote to approve the compensation of our NEOs as described in the proxy statement (commonly referred to as a “Say-on-PayVote”), which vote received over 96% of the votes cast in favor of the proposal; and an advisory, non-bindingvote on the frequency of the Say-on-PayVote in the future (the “Frequency Vote”). At our 2024 Annual Meeting of Shareholders, our shareholders also recommended that we hold a Say-on-PayVote on an annual basis. Our Compensation Committee considered the recommendation of the shareholders at our previous Annual Meeting of Shareholders in reviewing executive compensation and in determining the frequency of future Say-on-PayVotes and has determined to include the Say-on-PayVote in our proxy materials for each Annual Meeting of Shareholders until the next Frequency Vote, which will occur no later than the 2029 Annual Meeting of Shareholders. 16

What Guides Our Program Executive Compensation Philosophy and Objectives.Our executive compensation philosophy is driven by the following guiding principles that underpin the critical connections between performance, long-term value creation, talent management, compensation governance and our cultural values:

| • |     | Competitively Positioned: Target compensation should be competitive with that being offered to individuals in comparable roles at other companies with which we compete for talent, with the goal of attracting and retaining the best people to lead our success. |

| • |     | Performance-Driven and Shareholder-Aligned: A meaningful portion of total compensation should be variable and linked to the achievement of specific short- and long-term performance objectives and designed to drive shareholder value creation. |

| • |     | Responsibly Governed: Decisions about compensation should be guided by best-practice governance standards and rigorous processes that encourage prudent decision-making. |

Elements of Pay: Total Direct Compensation.Our executive compensation philosophy is supported by the following principal elements of pay:

| Pay element          |     | How it’s paid     |     | Purpose                                                                                                                                                                |
| Base Salary          |     |