Company: SPR
Filing Date: 2025-04-23
Form Type: DEF 14A
Source: 0001140361-25-015209
Chunk: 32

Company: Spirit AeroSystems Holdings, Inc.
Filing Date: 2025-04-23
Form: DEF 14A
Chunk 32
---
 Textron                      |
| Parker Hannifin              |     | IDEX Corporation        |     | The Timken Company           |
| Parsons Corporation          |     | Illinois Tool Works     |     | Trane Technologies           |
| Textron                      |     | ITT Inc.                |     | TransDigm Group Incorporated |
| TransDigm Group Incorporated |     | L3 Harris Technologies  |     | Triumph Group                |
| Triumph Group                |     | Lennox International    |     | Xylem, Inc.                  |
|                              |     | Moog Inc.               |     |                              |

2024 Performance and Payouts The three major components of the Company’s compensation program (base salary, annual cash incentive, and long-term incentive) are each described below. Base Salary Base salary is a fixed cash amount designed to attract, retain, and motivate executive officers, taking into consideration responsibilities, experience, breadth of role, and overall performance. The Company reviews each NEO’s base salary annually in January and makes appropriate adjustments to account for individual performance, market movement, and any change in responsibilities or circumstances. Base salary is paid in cash bi-weekly. Annual Cash Incentive The Annual Cash Incentive (“ACI”) is designed to incentivize achievement of annual performance objectives that are tied to our business plan and drive stockholder value. Under the ACI, each NEO, other than Mr. Shanahan and Ms. Esteves, is assigned a target award opportunity, expressed as a percentage of the NEO’s base salary. Mr. Shanahan and Ms. Esteves do not participate in the ACI program. The 2024 target award opportunity for our other NEOs is set forth in the “2024 ACI Payouts” table below. The Compensation Committee set each NEO’s target taking into consideration peer group market data and the NEO’s responsibilities, experience, breadth of role, and overall performance. Payout of the ACI depends on the attainment of performance goals and can be between 0% and 200% of target. The objectives of the ACI are to support our pay-for-performance philosophy, align awards with stockholder interests, and motivate executives to achieve the Company’s near-term priorities that drive long-term performance. The NEOs’ ACIs for 2024 are based on Company Financial & Segment Quality performance. There is no individual performance component to the ACI. The Compensation Committee measures performance using a scale of 0.0 to 2.0; 0.0 for unacceptable