Company: AGIO
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0001193125-25-096719
Chunk: 58

Company: AGIOS PHARMACEUTICALS, INC.
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 58
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2024 for our other NEOs is variable and directly affected by both the company’s and each NEO’s performance. While we do not have a formal or informal policy for allocating between long-term and short-term compensation, between cash and non-cash compensation or among different forms of non-cash compensation, we generally strive to provide our NEOs with a balance of short-term and long-term incentives and a mix of cash and non-cash compensation to encourage consistently strong performance.

In February 2024, the compensation & people committee approved 2024 base salaries, 2023 performance-based cash incentive awards and annual stock option, restricted stock unit, or RSU, and PSU awards for our NEOs, other than Mr. Goff. Upon the recommendation of our compensation & people committee, in February 2024, our board of directors approved the 2024 base salary, 2023 performance-based cash incentive award and annual stock option, RSU and PSU awards for Mr. Goff.

In February 2025, the compensation & people committee approved 2025 base salaries, 2024 performance-based cash incentive awards and annual stock option, RSU and PSU awards for our NEOs, other than for Mr. Goff. Upon the recommendation of our compensation & people committee, in February 2025, our board of directors approved the 2025 base salary, 2024 performance-based cash incentive award and annual stock option, RSU and PSU awards for Mr. Goff. See the section entitled “—2025 Executive Compensation Decisions”for more information regarding the 2025 compensation of our NEOs.

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We have developed and periodically reassess our executive compensation program to align with current governance and best practices while ensuring our ability to achieve our stated objectives and philosophy and support our ambitious business goals:

| What We Do                                                                                                                                                                                                                                                                                                                                                                                                                                                                                             |     | What We Don’t Do                                                                                                                                                                                                                             |
| ✓  Maintain an industry-specific peer group for benchmarking pay   ✓  Target pay based on market norms   ✓  Deliver executive compensation primarily through performance-based pay   ✓  Set challenging short- and long-term incentive award goals                                                                                                                                                                                                                                                     |     | ×   Allow hedging or pledging of equity   ×   Re-price stock options   ×   Offer perquisites or personal benefits beyond limited perquisites for new hires   ×�