Company: UHS
Filing Date: 2025-04-03
Form Type: DEF 14A
Source: 0000950170-25-049925
Chunk: 35

Company: UNIVERSAL HEALTH SERVICES INC
Filing Date: 2025-04-03
Form: DEF 14A
Chunk 35
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, that no conflicts of interest were present.

| 23                                                   |
| Universal Health Services, Inc. 2025 Proxy Statement |

| Executive Compensation |

Elements of Compensation

Our executive compensation is based on six primary components, each of which is intended to serve the overall compensation objectives. These components include:

| •Annual Base Salary     | · Annual Cash Incentive | · Long-term Incentive Award             |
| · Deferred Compensation | · Retirement Benefits   | · Other Benefits, including Perquisites |

Compensation Peer Group

| · Acadia Healthcare Company, Inc. | · Henry Schein, Inc.                         |
| · Brookdale Senior Living, Inc.   | · Laboratory Corporation of America Holdings |
| · Community Health Systems, Inc.  | · Molina Healthcare, Inc.                    |
| · DaVita, Inc.                    | · Quest Diagnostics Incorporated             |
| · Encompass Health Corporation    | · Select Medical Holdings Corporation        |
| · HCA Healthcare, Inc.            | · Tenet Healthcare Corporation               |

We believe these compensation peer group companies are comparable to us based upon the median revenues of approximately $12.5 billion in 2024, as compared to our 2024 revenues of approximately $15.8 billion.

Annual Base Salary

Our annual base salary levels are intended to be consistent with competitive pay practices and level of responsibility, with salary increases reflecting competitive trends, our overall financial performance, the performance of each individual executive and general economic conditions.

In establishing the base salary for our NEOs, various criteria are reviewed including the following:

the executive officer’s achievements, performance in his or her position with us, taking into account the tenure of service, the complexity of the position and current job responsibilities;

company financial performance, and;

salaries of similar positions in our compensation peer group and general industry comparisons.

For our NEOs during 2024, excluding our Executive Chairman, Mr. Alan B. Miller, we targeted their base salary at the median (50thpercentile) of the compensation peer group (listed above), along with the median of broader general industry data, to establish our base market rate. We generally consider our base salaries to be competitive if they are approximately within a 15% range of the median market rate. For 2024, Messrs. Marc Miller, Filton, Peterson and Sim’s salaries were within 15% of the data (as assessed relative to our peer and general industry groups). However, actual base salaries are not dictated solely by the median market