Company: GEHC
Filing Date: 2025-04-10
Form Type: DEF 14A
Source: 0001628280-25-017240
Chunk: 35

Company: GE HealthCare Technologies Inc.
Filing Date: 2025-04-10
Form: DEF 14A
Chunk 35
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#### GE HEALTHCARE 2025 PROXY STATEMENT37

#### Compensation

#### Compensation Highlights

#### Our Total Rewards Philosophy
Our philosophy is to provide competitive, motivating, and fair total rewards programs – including base salaries, annual cash incentives, long-term equity awards, and other broader total rewards programs – that allow us to attract, retain, and motivate the right people, in the right place, at the right time to enable our strategies to create a world where healthcare has no limits.

#### Executive Compensation Best Practices
Our executive compensation program is grounded in policies and practices that promote sound compensation governance, support our pay-for-performance philosophy, and strengthen alignment of our NEOs’ interests with those of our stockholders. Highlights of market best practices we have adopted in furtherance of these aims are set forth below.

|                                                                                                                                                                                                                              |     | What We Do |     |                                                                                                 |     | What We Don’t Do |
| Pay-for-performance through emphasis on at-risk, performance-based compensation programs                                                                                                                                     
 Set rigorous annual bonus and long-term PSU goals tied to Board-approved budget and strategic objectives                                                                                                                     
 Align executive and stockholder interests by providing a majority of total target compensation in long-term incentives for our NEOs                                                                                          
 Maintain robust stock ownership and retention requirements for our directors and executive officers, including a 6x base salary requirement for our CEO                                                                      
 Conduct proactive and ongoing stockholder outreach                                                                                                                                                                           
 Mitigate undue risk-taking by conducting annual risk assessments and capping potential incentive plan payouts                                                                                                                
 Maintain a robust clawback policy that goes beyond minimum legal requirements and authorizes recoupment of both time- and performance-based awards in the event of misconduct outside the context of a financial restatement 
 Retain a fully independent executive compensation consultant whose independence is reviewed annually by the Compensation Committee                                                                                           
 Maintain equity grant practices designed to avoid grants right before or at the time of release of material non-public information, including pre-established grant dates                                                    
 Hold annual stockholder say-on-pay advisory vote                                                                                                                                                                             
 Conduct an annual review of the compensation and practices of a compensation peer group                                                                                                                                      |     |            |     | No hedging of Company securities by employees or directors                                      
 No pledging of Company securities by employees or directors                                     
 No re-pricing of Options without stockholder approval                                           
 No “single trigger” cash severance or equity acceleration based solely upon a change in control 
 No excise tax gross-ups for change in control and severance payments                            
 No payouts of dividend equivalents on equity awards during vesting or performance periods       
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