Company: WFC-PC
Filing Date: 2025-03-19
Form Type: DEF 14A
Source: 0000072971-25-000090
Chunk: 36

Company: WELLS FARGO & COMPANY/MN
Filing Date: 2025-03-19
Form: DEF 14A
Chunk 36
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 Rivas joined the Company in May 2024 and Ms. Engle joined the Company in August 2024. The table above includes the respective annualized base salary rate for each of Mr. Rivas and Ms. Engle in 2024. Please refer to the 2024 Summary Compensation Table for the compensation paid in 2024.

2024 Say on Pay Vote and Shareholder Engagement

Following the 2024 annual meeting, where the advisory resolution on the 2023 compensation of our CEO and our other NEOs (Say on Pay) received approximately 92.7% support, the HRC continued to evaluate our executive compensation program while considering shareholder support, and the importance of providing stability. No changes to our executive compensation program were made directly as a result of our 2024 Say on Pay vote. In 2024, partially in response to shareholder feedback, the HRC made adjustments to our Financial Performance Peer Group, as detailed later in Peer Groups . In addition, the HRC increased the target performance goal required for three-year average absolute ROTCE performance to achieve target payout (refer to 202 5 PSA Program for details).

Since our 2024 annual meeting, we engaged with institutional investors representing approximately 58% of outstanding shares. For more information about our discussions with shareholders following the 2024 annual meeting and our Board’s perspective, see Shareholder Engagement .

| Total contacted             
 61%                         
 of total outstanding shares |     | Total engaged               
 58%                         
 of total outstanding shares |

The Board receives periodic updates from the HRC on key themes of shareholder feedback received during shareholder engagement, including input related to our executive compensation program.

#### 46Wells Fargo & Company

#### Executive Compensation
2024 Executive Compensation Program

2024 Pay for Performance Philosophy and Framework

Executive Compensation Principles

The Company’s executive compensation program is designed and administered in accordance with the following compensation principles, each of which is an essential component to driving strong, risk-managed performance.

| Pay for Performance                                                                                                                                                          |     | Promote Effective Risk Management                                                                   |     | Attract and Retain Talent                                                                                                                                                                                           |
| Compensation is linked to Company, individual, and, as applicable, line of business performance, and creating long-term value consistent with the interests of shareholders. |     | Compensation promotes effective risk management and discourages imprudent or excessive risk-taking. |     | People are one of the Company’s competitive advantages; therefore, compensation helps attract, motivate, and retain people with the skills, talent, and experience