Company: BSX
Filing Date: 2025-03-19
Form Type: DEF 14A
Source: 0000885725-25-000017
Chunk: 57

Company: BOSTON SCIENTIFIC CORP
Filing Date: 2025-03-19
Form: DEF 14A
Chunk 57
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 company-specific and macroeconomic circumstances, to appropriately motivate employees. In general, we strive to set targets consistent with corporate goals, including our operating plan and external guidance, which typically increase year-over-year.

#### 2025 Proxy Statement47

### Compensation Discussion & Analysis
Below is a historical view of our approach to setting targets and actual achieved results for the Adjusted Net Sales and Adjusted EPS metrics under our ABP. The Adjusted OIM metric was added to the ABP in 2024, and the 2024 target and actual achieved results for this metric are further discussed below.

(1) Adjusted Net Sales (actual and targets; amounts shown in millions) and Adjusted EPS (actual and targets) are non-GAAP financial measures. For a reconciliation of these non-GAAP financial measures to the most directly comparable GAAP financial measures and insight into how these non-GAAP financial measures are considered by management, please see Annex A to this Proxy Statement.

When performance is below target, we have not had a practice of resetting targets, funding schedules or vesting schedules to generate higher payouts. In addition, where below target performance necessitates a lower payout, we do not supplement executive compensation with off-cycle grants to offset this impact.

We also made structural adjustments to our programs over time to reinforce our pay-for-performance philosophy, including in 2023 replacing our Free Cash Flow PSP with the ONSG PSP, which has a three-year rather than a one-year performance period. In the 2024 ABP, we included Adjusted OIM as a financial metric and changed the ESG scorecard to a modifier that can increase or decrease the company-wide Applicable Distribution Percentage based on the Company’s performance towards ESG goals, while retaining the quality modifier. These financial metrics and modifiers reflect our commitment to our performance on such operational, sustainability and quality goals as part of our strategic initiatives.

CEO’s Total Direct Compensation Aligns with Company Performance

Our executive compensation philosophy is to provide appropriate competitive compensation opportunities to our executives with actual pay outcomes tied to achievement of Company and individual performance targets in support of our business strategy and creation of long-term stockholder value.

Each year, the Compensation Committee assesses our CEO’s actual compensation relative to the Company’s performance. The graph on the following page shows the relationship of our CEO’s total direct compensation (TDC) (as disclosed in the Summary Compensation Table of this Proxy Statement) compared against our cumulative TSR performance in each of the last three years. The TDC in this chart consists of base