Company: EAI
Filing Date: 2025-02-18
Form Type: 10-K
Source: 0000065984-25-000012
Chunk: 1168

Company: ENTERGY ARKANSAS, LLC
Filing Date: 2025-02-18
Form: 10-K
Item: Item 8
Chunk 1168
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 maximum performance goals for each measure that will be used to determine the EAM.  The Talent and Compensation Committee also annually establishes target opportunities for each NEO who is a member of the OCE.  For other NEOs, target opportunities are based on their management level within the Entergy organization.  Executive management levels at Entergy Corporation range from management level 1 through management level 4.  Accordingly, incentive award opportunities differ from one another based on either management level or the external market data developed by Pay Governance.  The target opportunities for Mr. Marsh and Ms. Fontan were increased as compared to 2023 from 120% to 130% and from 75% to 85%, respectively, to align more closely with the market median due to their increased tenure in their roles and performance in their roles since their promotions to those roles in 2022.  Effective November 1, 2024, Messrs. Fisackerly, May, and Viamontes and Mses. Landreaux and Rodriguez became members of the OCE.  The 2024 target award opportunities for each of Messrs. Fisackerly, May, and Viamontes and Mses. Landreaux and Rodriguez were determined prior to the date they became members of the OCE and therefore, were based on their respective management level.  The 2024 target award opportunities for each of the remaining NEOs, 

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including Messrs. Fisackerly, May, and Viamontes and Mses. Landreaux and Rodriguez, remained at the same level as those established for 2023.

Each January, after the end of the fiscal year, the Finance and Talent and Compensation Committees jointly review the Company’s results, and the Talent and Compensation Committee determines the EAM based on the level of achievement of each of the performance measure goals established.  The Talent and Compensation Committee retains discretion to modify the EAM based on its assessment of the degree of management’s success in achieving the Company’s strategic objectives during the year, taking into account the business and operating environment.

Individual executive officer annual incentive awards are determined based on the Talent and Compensation Committee’s consideration of each executive officer’s role in executing the Company’s strategies and delivering the financial and operational performance achieved, but also the individual’s accountability for any challenges and achievements the Company experienced during the year.

2024 Annual Incentive Program Performance Measures and Methodology 

The measures that the Talent and Compensation Committee approved to determine the EAM for