Company: LW
Filing Date: 2025-08-07
Form Type: DEF 14A
Source: 0001679273-25-000060
Chunk: 50

Company: Lamb Weston Holdings, Inc.
Filing Date: 2025-08-07
Form: DEF 14A
Chunk 50
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 the 64 th percentile of the comparison group of companies in the S&P 500 Packaged Foods and Meats sub-index, which resulted in a payout of 100% of target for this component. The combined payout for the fiscal 2023-2025 PSAs (taking into account the 133.3% payout for the Adjusted EBITDA AAGR component) was 116.7% of the target PSAs.

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TABLE OF CONTENTS

Our Executive Compensation Program, Philosophies and Objectives

Our executive compensation philosophy is to link pay to performance in support of our evolving business strategy. Over the past several years, our strategy has focused on investing for long-term growth, capitalizing on the strength of our brands, high-quality products and global footprint, and achieving and maintaining leading market share of an expanding category.

Our compensation program, in support of our growth strategy, is designed to accomplish the following:

• provide a competitive total compensation opportunity to recruit, retain and motivate talented executives who drive our success;

• encourage achievement of strategic and financial objectives and creation of stockholder value;

• integrate and balance annual and long-term performance;

• align executives’ interests with stockholders’ interests;

• manage cost and share dilution; and

• ensure compensation plans do not encourage inappropriate risk taking.

The Compensation Committee seeks to target total executive compensation opportunities at levels consistent with those of similarly sized companies in the consumer-packaged goods industry. The current NEOs’ compensation is more heavily weighted toward programs contingent upon our annual and long-term performance. Long-term incentives, which comprise the largest portion of total executive compensation opportunities, are 100% equity based and incorporate multi-year performance and vesting periods. These incentives are designed to strengthen long-term focus and stockholder linkage and promote behavior consistent with our long-term strategic plan.

#### Our Executive Compensation Policies and Practices
The Compensation Committee reviews our executive compensation program on an ongoing basis to ensure that it supports our Company’s executive compensation philosophies and objectives and is aligned with stockholder interests. Our executive compensation policies and practices include the following, each of which reinforces our executive compensation objectives:

| What We Do |     |                                                                                                                                                                                                                                |
| ✓          |     | Rely on a mix of financial goals to prevent over-emphasis on any single metric.                                                                                                                                                |
| ✓          |     | Place a significant portion of pay at risk.                                                                                                                                                                                    |
| ✓          |     | Require meaningful stock ownership and share retention requirements for our executive officers and non-