Company: ABBV
Filing Date: 2025-03-10
Form Type: PRE 14A
Source: 0001558370-25-002603
Chunk: 32

Company: AbbVie Inc.
Filing Date: 2025-03-10
Form: PRE 14A
Chunk 32
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ive Plan (PIP), which rewards executives for achieving key financial and non-financial goals measured at the company and individual levels. AbbVie’s PIP structure is designed to align NEOs’ interests directly with AbbVie’s annual operating strategies to advance our mission, financial goals, and leadership behaviors. In doing so, it provides a direct link between the NEOs’ short-term incentives and the company’s and the NEOs’ annual performance results through measurable financial and operational performance followed by qualitative assessments of clearly defined strategic progress and leadership behaviors. NEO target cash incentive amounts are set as a percentage of base salary. In 2024, the committee approved target adjustments for Mr. Michael and Mr. Gonzalez in connection with their appointments as Chief Executive Officer and Executive Chairman, respectively, as described in the section captioned “2024 Chief Executive Officer Transition.” Determining actual incentive amounts is a multi-step process. An initial performance score is calculated for each NEO based on performance against weighted financial and strategic/leadership goals. This performance score results in a preliminary award amount of up to 100% of target only. Final awards are determined by the compensation committee based on a qualitative assessment of holistic performance and within the cap established from a payout matrix. 2025 Proxy Statement |41

| ​                      | ​ |
| EXECUTIVE COMPENSATION | ​ |

Illustration of 2024 Incentive Calculation

| ​                
 Target           
 Award            
 ​                | x | Performance 
 Score       | = | Preliminary     
 Award           | → | Final Committee                                                  
 Decision                                                         | = | Final 
 Award |
| ​                | ​ | ​           | ​ | ​               | ​ | ​                                                                | ​ | ​     |
| Plan Governance: |   |             | ​ | ​               
 Maximum         
 100% of Target  
 per plan design 
 ​               | ​ | 2024 Performance results:                                        
 Capped at 190% of Target per payout matrix(plan maximum is 200%) |   |       |

The short-term incentive goals and their respective weightings are summarized in the chart below. The specific goals and weightings for each NEO are established at the start of each performance year based on the NEO’s role and anticipated contributions to the company’s annual objectives.

| ​                     | ​ |               ​ | ​ |                 ​ | ​ | ​ |                              ​ | ​ |           ​ | ​ |   ​ | ​ |     ​ | ​ |
| ​                     | ​ | Financial Goals |   |                   | ​ | ​