Company: SFB
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0001193125-25-094691
Chunk: 30

Company: STIFEL FINANCIAL CORP
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 30
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, for which deferred compensation is 5 year, ratable annual vesting, and consists of 35% restricted stock units and 65% deferred cash debentures.

| Total Compensation Value |     | Percentage Deferred |
| less than $200,000       |     | 0%                  |
| $200,000 - $499,999      |     | 15%                 |
| $500,000 - $749,999      |     | 25% IG; 20% Other   |
| $750,000 - $999,999      |     | 35% IG; 30% Other   |
| more than $1,000,000     |     | 40% IG; 35% Other   |

Certain Institutional Group managing directors received a subtantial part of their non-salarycompensation in restricted cash. Incentive compensation deferrals for our commission-based employees are generally 5% of production over $400,000 and 6% of production over $1,500,000 in our private client group and, in our institutional group, up to 15% of the payout on specific products over tiered thresholds, which vary by product.

| Proxy Statement for the 2025 Annual Meeting of Shareholders |     | 45 |

Anti-Hedging, Anti-Pledging and other Officer and Employee Trading Policies Our insider trading policy prohibitsour executive officers from margin purchases and short selling of, or dealing in publicly traded options in or derivatives of our common stock. Additionally, the Company maintains a policy under which any new pledging of our common stock by such persons will require the approval of the Committee. Our directors and executive officers hold no shares in margin accounts and have pledged no shares to third parties. We also prohibit each employee, including each executive officer, from margin purchases, short sales, solicited transactions, issuance of research or market letters, active market making tactics. Insider trading is prohibited and, for covered employees including our executive officers, trading of any kind is prohibited during the period beginning five calendar days and ending one business day after each quarterly or annual financial report by the Company. Double Triggers Our award agreements with executive officers for deferred compensation issued since 2010 maintain the requirement of “double triggers” on the accelerated vesting of awards in the event of a change in control, meaning that an executive officer must actually be terminated following the change in control before vesting will be accelerated unless the Committee grants exceptions in individual cases. None of our executive officer deferred compensation