Company: BWXT
Filing Date: 2025-03-19
Form Type: DEF 14A
Source: 0001486957-25-000016
Chunk: 32

Company: BWX Technologies, Inc.
Filing Date: 2025-03-19
Form: DEF 14A
Chunk 32
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 adjusted EBITDA, 40% Average Return on Invested Capital ("ROIC") and 20% relative Total Shareholder Return ("TSR") performance metrics to drive growth, promote efficient capital management and align with stockholder returns. |

| Financial & Safety Performance Metrics                                                                        
 for Annual Incentive Awards                                                                                   |     | Financial Performance Metrics          
 for Performance-Based RSUs             |
| 70% Operating Income                          25% Free Cash Flow                               5% TRIR / DART |     | 40% Adjusted Cumulative EBITDA         
 40% Average Return on Invested Capital 
 20% Relative Total Shareholder Return  |

#### 242025 PROXY STATEMENT
| COMPENSATION DISCUSSION AND ANALYSIS |

#### SECTION 2: COMPENSATION STRUCTURE

### PHILOSOPHY AND OBJECTIVES OF EXECUTIVE COMPENSATION
We seek to provide reasonable and competitive compensation to executives through programs structured to:

• attract and retain well-qualified executives;

• incentivize and reward short- and long-term company performance, as well as individual contributions; and

• align the interests of our executives with those of our stockholders.

We subscribe to a “pay-for-performance” philosophy when designing executive compensation. This means a substantial portion of an executive’s target compensation should be “at risk” and performance-based, where the value of one or more elements of compensation is tied to the achievement of pre-determined financial and/or other measures we consider important drivers in the creation of stockholder value. Our compensation philosophy requires that a substantial portion of total compensation be designed to appropriately balance short- and long-term performance incentives to align our Named Executives’ interests with those of our stockholders.

### ELEMENTS OF EXECUTIVE COMPENSATION
To support our compensation philosophy and objectives, our executive compensation program consists of base salary, annual incentives and long-term incentives, which we refer to as Total Direct Compensation. In addition to the elements of Total Direct Compensation, we also offer other benefits and practices consistent with the market. See “Section 3: Other Benefits and Practices” on the following pages of this CD&A for additional information on these benefits and practices.

The Compensation Committee does not set a specific target allocation among the elements of total direct compensation; however, long-term incentive compensation typically represents the largest single element of target total direct compensation, and performance-based compensation constitutes the most significant portion of a Named Executive’s target Total Direct Compensation.

The following table and chart reflect the key elements and proportion