Company: BK-PK
Filing Date: 2025-03-05
Form Type: DEF 14A
Source: 0001193125-25-046216
Chunk: 101

Company: Bank of New York Mellon Corp
Filing Date: 2025-03-05
Form: DEF 14A
Chunk 101
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  9,933,878 |   |     | $ |  3,281,334 |   |

| (5) | Cumulative TSR is calculated by dividing the sum of the cumulative amount of dividends for the measurement period, assuming dividend reinvestment, and the difference between the company’s share price at the end and the beginning of the measurement period by the company’s share price at the beginning of the measurement period, which is December 31, 2019. |

| (6) | Represents the weighted peer group TSR, weighted according to the respective companies’ stock market capitalization at the beginning of each period for which a return is indicated. The peer group used for this purpose is the following published industry index: S&P 500 Financials Index. |

| (7) | Adjusted ROTCEexcludes notable items disclosed externally. For a reconciliation of this non-GAAP measure to the corresponding GAAP measure, please see Annex A: Non-GAAP Reconciliations beginning on page 107. |

Unranked Tabular List of Most Important Financial Performance Measures

As described in greater detail in “Compensation Discussion & Analysis” beginning on page 49, our approach to executive compensation is designed to directly link pay to performance, recognize both corporate and individual performance, promote long-term stock ownership, attract, retain and motivate talented executives, and balance risk and reward while taking into consideration stakeholder feedback as well as market trends and practices. The most important financial measures used by the company to link compensation actually paid (as defined by SEC rules) to the company’s NEOs for the most recently completed fiscal year to the company’s performance are:

| • |     | Adjusted ROTCE; |

| • |     | Total Revenue; |

| • |     | Operating Leverage; and |

| • |     | OEPS. |

88 BNY 2025 PROXY STATEMENT

| ITEM 2. ADVISORY VOTE ON COMPENSATION |     | Executive Compensation Tablesand Other Compensation Disclosures |

Analysis of the Information Presented in the Pay versus Performance Table While we utilize several performance measures to align executive compensation with performance, all of those measures are not presented in the Pay versus Performance table. Moreover, the company generally seeks to incentivize long-term performance, and therefore does not specifically align the company’s performance measures with compensation that is actually paid (as defined by SEC rules) for a particular year. In accordance with Item 402(v) of Regulation S-K, we are providing the following graphic