Company: GE
Filing Date: 2025-03-13
Form Type: DEF 14A
Source: 0001308179-25-000114
Chunk: 16

Company: GENERAL ELECTRIC CO
Filing Date: 2025-03-13
Form: DEF 14A
Chunk 16
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| • | Size                                                                         
 – companies that are comparable to GE Aerospace in terms of revenues, market 
 capitalization and number of employees                                       |

| • | Investment                                                                    
 Peers – U.S. public companies whose performance is monitored regularly by the 
 same market analysts who monitor GE Aerospace                                 |

| 2024              
 PEER COMPANIES    |                  |
| 3M                | L3Harris         |
| American Airlines | Lockheed Martin  |
| Boeing            | Northrop Grumman |
| Caterpillar       | Parker-Hannifin  |
| Delta Airlines    | RTX              |
| Emerson Electric  | Textron          |
| FedEx             | TransDigm        |
| General Dynamics  | United Airlines  |
| Honeywell         |                  |

The Compensation Committee approved the new 2024 peer group effective upon the spin-off of GE Vernova in April 2024. This peer group is tailored to consider the industry, size and investment peers of GE Aerospace. As a result, Cisco, Deere, DuPont, Ford, General Motors, HP, IBM, Intel, Johnson Controls and United Parcel Service were removed and American Airlines, Delta Airlines, Emerson Electric, FedEx, L3Harris, Parker-Hannifin, Textron, TransDigm and United Airlines were added to the peer group. HOW WE USE THE PEER GROUP. The Compensation Committee uses the peer group to assess the pay level of our executives, pay mix, compensation program design and pay practices. The peer group is also used as a reference point when assessing competitiveness of the executives’ pay, although compensation decisions are also supplemented by input from the company’s compensation consultant and are impacted by principles of internal equity, succession planning and other internal GE Aerospace dynamics. 28 GE Aerospace 2025 Proxy Statement Shareholder Engagement on Executive Compensation We value the ongoing feedback that we receive from our shareholders on executive compensation matters, including the feedback reflected in our annual say-on-pay votes. In 2024, we received support for say-on-pay of 94%. During the past year, we reached out for engagement with shareholders representing approximately 79% of outstanding shares held by institutional investors (approximately 55% of our outstanding shares). We engaged with shareholders representing approximately 66% of our outstanding shares held by institutional investors (approximately 46% of our outstanding shares). In many cases, investors who declined engagement meetings noted that they had no issues or areas of concern. We offered many of our large institutional investors the opportunity to meet with