Company: LW
Filing Date: 2025-08-07
Form Type: DEF 14A
Source: 0001679273-25-000060
Chunk: 53

Company: Lamb Weston Holdings, Inc.
Filing Date: 2025-08-07
Form: DEF 14A
Chunk 53
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 60% of target LTIP opportunity                                                                                                                                                                  
 ◦Three-year performance period                                                                                                                                                                                  
 ◦Number of shares earned will range from 0% to 200% of the target units granted based on fiscal 2025-2027 Company performance against pre-established metrics (50% relative TSR and 50% Adjusted EBITDA growth) 
 •RSUs represent 40% of target LTIP opportunity                                                                                                                                                                  
 ◦Three-year ratable vesting; approximately 1/3 vests on each of the three vesting dates shortly after the first, second and third anniversaries of the grant date                                               |     | •Share-based awards are intended to align the interests of NEOs and stockholders                                                                                                                                       
 •Three-year performance period for PSAs and three-year ratable vesting for RSUs drive executive focus on sustained long-term growth and profitability, thereby fostering long-term value creation for our stockholders |
| Change of Control Severance Benefits |     | Severance protection upon terminations without cause or for good reason in connection with a change of control                                                                                                  |     | •Provide our NEOs with income protection; support our executive retention goals; and encourage our NEOs’ independence and objectivity in considering potential change of control transactions                          |

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As illustrated in the charts below, the majority of our executive compensation opportunities for our NEOs under the regular, ongoing structure was variable and linked to financial goals.

| CEO1                           
 Fiscal 2025 Total Compensation 
 at Target Pay Mix              |     | NEOs2(Excluding CEO)                   
 Average Fiscal 2025 Total Compensation 
 at Target Pay Mix                      |

| AIP     |     | 19 | % |
| RSUs    |     | 28 | % |
| PSAs    |     | 40 | % |
| At-risk |     | 87 | % |

| AIP     |     | 26 | % |
| RSUs    |     | 19 | % |
| PSAs    |     | 29 | % |
| At-risk |     | 74 | % |

1. The CEO chart reflects Mr. Smith's annualized pay mix at target upon appointment to CEO in January 2025.

2. The NEO chart reflects compensation for Mses. Madarieta and Wilks and Messrs. Schroeder and Spytek.

Alignment of Executive Compensation Program with Performance

Consistent with our executive compensation philosophy as described above under “—Overview—Our Executive