Company: CI
Filing Date: 2025-03-14
Form Type: DEF 14A
Source: 0001739940-25-000015
Chunk: 52

Company: Cigna Group
Filing Date: 2025-03-14
Form: DEF 14A
Chunk 52
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The Committee, comprised entirely of independent directors, provides oversight of the Company’s compensation and benefit plans and policies that apply to executive officers. The Committee regularly reviews The Cigna Group’s compensation programs to assess their alignment with the Company’s strategic mission, goals, industry practices, and emerging trends and the extent to which they link executive pay to performance and align with the interests of our customers, patients, clients, shareholders, and other stakeholders. The Committee’s decisions are also informed by our robust shareholder engagement program and the views of our independent compensation consultant, as set forth in further detail below. To ensure independent oversight of executive compensation matters, at each of its regularly scheduled meetings, the Committee members meet without members of management present.

Process for Executive Compensation Decisions

When determining NEO compensation, the Committee considers benchmarking data prepared by the independent compensation consultant and, in the case of NEOs other than the CEO, recommendations made by the CEO regarding individual performance and enterprise goals. For Mr. Cordani, the Committee makes compensation recommendations to the independent members of the Board for approval. For other NEOs, the Committee reviews and determines compensation. Mr. Cordani is not present when the Committee and the independent members of the Board consider his compensation. At the request of the Committee, the CHRO and the independent compensation consultant may attend Committee sessions that consider compensation for all executive officers.

Independent Compensation Consultant Role in Executive Compensation

While the Committee or the independent members of the Board ultimately make all executive compensation decisions, the Committee may engage the services of outside advisors for assistance. The Committee engaged Pay Governance as its compensation consultant in 2024 to provide independent, objective analysis, advice, and information and to generally assist the Committee in the performance of its duties. The Committee may, as appropriate, request information and recommendations from the compensation consultant to help structure and evaluate The Cigna Group compensation programs, practices, and plans. As part of its engagement, at the direction of the Committee, the compensation consultant will work with the Committee chair, the CHRO, and The Cigna Group compensation department in their work on the Committee’s behalf, including providing the following analyses:

• Relative compensation levels and pay practices to assess the alignment between three- and five-year realizable pay and The Cigna Group performance and compensation philosophy.

• Competitive market data for each executive officer to assist in setting compensation targets.

• Market research on incentive plans to assist in the design of short- and long-term incentive compensation plans.

• Review of incentive measures in the EIP and SPS