Company: NOC
Filing Date: 2025-04-04
Form Type: DEF 14A
Source: 0001133421-25-000016
Chunk: 35

Company: NORTHROP GRUMMAN CORP /DE/
Filing Date: 2025-04-04
Form: DEF 14A
Chunk 35
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• the peer company participated in an annual third party compensation study.

#### 2025 Proxy Statement55

#### Executive Compensation
The Compensation and Human Capital Committee reviews the TIPG annually with the Independent Compensation Consultant. The companies that comprise the 2023 TIPG used for 2024 compensation decisions are listed in the following table:

| 2023 TARGET INDUSTRY PEER GROUP |     |                                    |
| 3M Company                      |     | Honeywell International, Inc.(1)   |
| Abbott Laboratories             |     | Illinois Tool Works Inc.           |
| Applied Materials, Inc.         |     | Johnson Controls International plc |
| The Boeing Company(1)           |     | L3Harris Technologies, Inc.(1)     |
| Caterpillar, Inc.               |     | Lam Research Corporation           |
| Cisco Systems, Inc.             |     | Lockheed Martin Corporation(1)     |
| Cummins Inc.                    |     | Medtronic plc                      |
| Deere & Company                 |     | PACCAR Inc.                        |
| Eaton Corporation plc           |     | Parker-Hannifin Corporation        |
| Emerson Electric Company        |     | QUALCOMM Inc.                      |
| General Dynamics Corporation(1) |     | RTX Corporation(1)                 |

(1) Included in the subset of six direct peers also used for compensation benchmarking.

#### Peer Group Data (for the fiscal year ending 2024)
| ¢ |     | Northrop Grumman |     | ¢ |     | Direct Peer Group Median |     | ¢ |     | Target Industry Peer Group Median |

#### Number of Employees
It is the Company’s pay philosophy to provide the CEO a compensation package that includes competitive elements of base salary and target variable pay relative to the TIPG and the direct six peers noted in the table above.

Another element of the Company’s pay philosophy is to tie a significant portion of the CEO’s pay to performance. As a result, the CEO’s actual compensation may differ from the market median based on the Company’s actual performance.

In determining the base salary and target variable pay elements for the other NEOs, the Compensation and Human Capital Committee establishes the TIPG median as the benchmark. The Compensation and Human Capital Committee also considers several factors in determining their compensation, including executive compensation levels and practices of the TIPG, NEO individual experience, growth in job as demonstrated through sustained performance, leadership impact, retention and pay relative to the CEO