Company: AFGC
Filing Date: 2025-04-04
Form Type: DEF 14A
Source: 0001140361-25-012231
Chunk: 54

Company: AMERICAN FINANCIAL GROUP INC
Filing Date: 2025-04-04
Form: DEF 14A
Chunk 54
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, also expressed as a percentage of the target and maximum award, paid to each participant for 2024 under the Annual Bonus Plan was:

|                     |     |                      |     | Total Award as a Percentage of |     |             |
| Name                |     | Total 2024 Award ($) |     |                     Target (%) |     | Maximum (%) |
| Carl H. Lindner III |     |           ​2,637,180 |     |                          114.7 |     |        76.4 |
| S. Craig Lindner    |     |            2,637,180 |     |                          114.7 |     |        76.4 |
| John B. Berding     |     |            1,944,180 |     |                          111.1 |     |        79.4 |
| Brian H. Hertzman   |     |              446,200 |     |                          111.6 |     |        89.2 |
| Mark A. Weiss       |     |              423,890 |     |                          111.6 |     |        89.2 |

Senior Executive Long Term Incentive Compensation Plan The Senior Executive Long Term Incentive Compensation Plan (the “Senior Executive LTIC”) rewards long-term Company performance through cash awards payable upon the achievement of three-year performance goals determined annually by the Compensation Committee. The Compensation Committee sets these three-year performance goals during the first quarter of each three-year period. As such, the Senior Executive LTIC performance goals for the 2022-2024 period discussed below were determined by the Compensation Committee in the first quarter of 2022. Awards under the Senior Executive LTIC utilize two evenly weighted performance criteria: book value per share growth versus the book value per share growth of the group of companies (the “plan companies”) and average annual return on equity growth. The long-term book value per sharecalculations, for the Company and each plan company, are adjusted to add dividends and other capital distributions made on common shares, exclude accumulated other comprehensive income, and negate the effects of any accounting changes. The awards provide for such adjustments so that accounting changes do not artificially affect book value per share and so that other comprehensive income and the impact of distributions do not influence Company decisions like, for example, the timing and amount of dividends paid in a manner not consistent with a goal of continuing to increase shareholder value. Long-term annual return on equity is defined as the percentage equal to the Company