Company: STBA
Filing Date: 2025-03-31
Form Type: DEF 14A
Source: 0001193125-25-068253
Chunk: 46

Company: S&T BANCORP INC
Filing Date: 2025-03-31
Form: DEF 14A
Chunk 46
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1 of the plan year, including the 2024 plan year (the “Performance Peer Group”), for comparing S&T’s relative performance for that year’s LTIP. Total Direct Compensation Position S&T’s target pay mix is built on competitive base salaries, with generally moderate annual and long-term incentive targets. The moderate positioning of annual incentives and long-term incentives reflects our commitment to introducing pay program modifications that are both sensitive to S&T’s proactive risk management culture while, at the same time, responding appropriately to the importance of retaining a strong and committed leadership team at S&T. The Compensation Committee reviews this posture periodically with the help of outside advisors. For NEOs, the Compensation Committee reviews a number of analyses of compensation practices to help facilitate its executive compensation decisions. These include:

| • |     | Pay mix representing the effectiveness of balancing long-term versus short-term performance imperatives; |

| • |     | Wealth accumulation opportunities in light of existing programs and outstanding rewards; |

| • |     | Current pay relative to peer group practices; |

| • |     | Selective review of compensation data for positions of similar scope and focus; and |

| • |     | Detailed formal review of overall performance and specific performance contributions made to S&T by each NEO. |

36| S&T Bancorp, Inc.| 2025 Proxy Statement

Compensation Discussion and Analysis COMPONENTS OF THE COMPENSATION PROGRAM The Compensation Committee continues to support a pay program with five major components to help guide compensation decisions:

| Compensation Component                                 |     | Description                                                                                                                                                                                                                                                                                                                                                                                                       |
| Base Salary                                            |     | Base salary is fixed compensation that is reviewed annually and is based on performance, experience, responsibilities, skill set, and market value. It provides a base level of compensation that corresponds to the job function performed and serves to attract, retain, reward, and motivate qualified and experienced executives.                                                                             |
| Management Incentive Plan (“MIP”)                      |     | An annual incentive plan with a target incentive opportunity designed to encourage retention, appropriately reward executive officers for meeting individual and company performance goals, and ensure competitive pay practices when recruiting new or additional leadership positions.                                                                                                                          |
| Long-Term Incentive Plan (“LTIP”)                      |     | A long-term incentive program that serves three purposes: (1) to help promote leadership retention and management continuity as S&T continues to execute its longer-term strategic plan; (2) to reward management for strong sustained value creation and financial performance; and (3) to align our executives’ interests with those of