Company: LEU
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0001104659-25-039220
Chunk: 38

Company: CENTRUS ENERGY CORP
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 38
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 our stockholders.                              
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 Target total direct opportunity compensation is intended to approximate the 50thpercentile of the market.                                                                                                                                
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 Individual executives may be positioned above or below the 50thpercentile, as appropriate, based on a combination of factors such as criticality of the role, market demand, individual performance and/or retention risk, among others. 
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TABLE OF CONTENTS

| ​ | ​ | Objective                                                                               | ​ | ​ | ​ | How We Implement Our Objectives                                                                                                                                                              | ​ | ​ |
| ​ | ​ | Compensation and benefits programs should encourage short-term and long-term retention. | ​ | ​ | ​ | •                                                                                                                                                                                            
 Our compensation and benefits programs are intended to encourage retention and reward continuity of service, which is particularly important due to the unique skill sets of our executives. 
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Setting Executive Compensation Each year, the CN&G Committee determines compensation levels for each of the executive officers of the Company. In setting appropriate compensation levels, the CN&G Committee periodically reviews and considers total compensation for each continuing NEO, including such inputs as (1) competitive market data; (2) historic and current elements of each officer’s compensation (including savings plans, pension plans, health and welfare benefits, and perquisites); (3) outstanding equity (vested and unvested) held by executive at year-end in the Company’s incentive and benefits plans; and/or (4) a review of compensation that would be paid upon termination of employment under various scenarios. Role of Executive Officers in Compensation Decisions • CEO and other named executive officers’ pay is set by the independent CN&G Committee. • CEO and the Senior Vice President, Chief Financial Officer, and Treasurer, among others, provide support to the CN&G Committee and normally attend all CN&G Committee meetings but are not present for executive sessions or discussions of their individual compensation. • CEO provides performance assessments and compensation recommendations for each of the other named executive officers and a self-assessment of his own performance. • CN&G Committee meetings often include an executive session without members of management present. During 2024, the CN&G Committee met eight times, including eight times in executive session. Role of Compensation Consultant in Compensation Decisions The CN&G Committee has retained a consultant, WTW, to provide the committee with independent compensation data, analysis and advice. WTW reports to