Company: BK-PK
Filing Date: 2025-03-05
Form Type: DEF 14A
Source: 0001193125-25-046216
Chunk: 58

Company: Bank of New York Mellon Corp
Filing Date: 2025-03-05
Form: DEF 14A
Chunk 58
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 rigorous approach to the review and consideration of pay practices in the compensation program for NEOs. Accordingly, certain practices are maintained to serve our stockholders’ interests and support alignment with our high standards for risk management. There are other practices that we avoid because we believe they do not serve these goals.We apply sound pay practicesWe avoid poor pay practicesüDirectly link pay to performanceüRequire sustained financial performance to earn full amount of long-term awardsüPromote long-term stock ownership through deferred equity compensation and stock ownership requirementsüBalance risk and reward in compensationüUse a comprehensive approach for determining incentives based on both corporate and individual goals that are rooted in financial performance but include non-financial elementsüBalance incentives for short- and long-term performance using multiple performance metrics, fixed and variable compensation and cash and equityüConduct a robust stakeholder outreach programüMaintain comprehensive clawback and forfeiture policies×No fixed-term employment agreements×No single-trigger change-in-control benefits×No excessive severance benefits×No excessive perquisites or benefits×No severance-related tax gross-ups×No hedging, pledging or short sales of our stock×No dividend equivalents paid on unearned PSUs or RSUsThe “Risk Assessment” discussion beginning on page 60 and the “How We Address Risk and Controls” section beginning on page 74 contain more information about our compensation risk management practices. Each of our pay practices, including with respect to our clawback and forfeiture policies, is described more fully beginning on page 68.52 BNY 2025 PROXY STATEMENT

## ITEM 2. ADVISORY VOTE ON COMPENSATIONCompensation Discussion & Analysis2024 Incentive Compensation ElementsWe believe that the structure and elements of our 2024 incentive compensation program for our NEOs align our executives’ interests with stockholders’ interests by focusing our executives on the achievement of sustainable, long-term growth for the company while adhering to robust risk management standards. The following table provides an overview of these structural elements, including the relevant vesting and performance standards that support a multi-year perspective on 2024 achievements.ElementHow It PaysLinks to PerformanceCash• Single cash payment in January 2025• Cash and grant value of PSUs and RSUs determined based on a comprehensive review of corporate and individual performance• Significant portion of incentive compensation awarded in deferred equity awards, which motivate and reward achievement of long-term financial goals and reinforce alignment with stockholder interests• PSU earnout based on (i