Company: BSX
Filing Date: 2025-03-19
Form Type: DEF 14A
Source: 0000885725-25-000017
Chunk: 64

Company: BOSTON SCIENTIFIC CORP
Filing Date: 2025-03-19
Form: DEF 14A
Chunk 64
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 |     | Medtronic plc                    |     | Zimmer Biomet Holdings Inc.    |
| Danaher Corporation           |     |                                  |     |                                |

For the 2024 peer group, median revenue was approximately $16.75 billion for the trailing four quarters ended December 31, 2024 (or the latest reported trailing four quarters for peers with a non-year end fiscal year), and median market capitalization was approximately $65.8 billion as of December 31, 2024. The Company’s revenue was $16.747 billion for the year ended December 31, 2024 , placing the Company at the 50 th percentile of the peer group. The Company’s market capitalization was approximately $132 billion as of December 31, 2024 , placing the Company at the 64 th percentile of the peer group.

In establishing 2024 pay levels for our NEOs, the Compensation Committee reviewed comparative pay information for the peer group through proxy research and survey data as reported in the Equilar, Radford and Willis Towers Watson surveys. Where peer group information was unavailable, the Compensation Committee reviewed industry-specific survey data which was calibrated to include companies comparable to our size and scope of each individual’s responsibilities. The Company considers market data without regard for any particular percentile positioning. This allows us to retain flexibility to make i ndividual decisions that reflect both market and internal considerations, including those described below in Internal Pay Equity and Other Considerations .

#### Internal Pay Equity and Other Considerations
In addition to the competitive market analysis, the Compensation Committee consi ders multiple fac tors in formulating compensation decisions. These factors include:

#### •

#### individual performance and contributions;
• the CEO’s recommendations for other executive officer compensation;

#### •

#### internal pay equity;
• the primary elements of each executive officer’s TDC opportunity compared to the other executive officers;

• the economic and retentive value of prior equity awards; and

• current and prior work experience and future potential.

In considering internal pay equity, and the elements of an executive officer’s TDC opportunity compared to other executive officers, the Compensation Committee also considers CEO compensation relative to the other executive officers. The Compensation Committee strives to maintain the appropriate balance in order to motivate the Company’s executive team, retain key personnel in a highly competitive labor market and support a robust succession planning process. The differences between CEO and other NEO pay reflect the foregoing factors, as well as the Company’s organizational structure.

#### Performance Considerations
We utilize a continuous performance