Company: NOC
Filing Date: 2025-04-04
Form Type: DEF 14A
Source: 0001133421-25-000016
Chunk: 30

Company: NORTHROP GRUMMAN CORP /DE/
Filing Date: 2025-04-04
Form: DEF 14A
Chunk 30
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 key roles and more than 20 years with the Company.

In addition, Kenneth Crews was elected Corporate Vice President and Chief Financial Officer, effective October 1, 2024. Mr. Crews joined Northrop Grumman in 2004 and has held several key financial roles in multiple sectors throughout the Company, including as the CFO of the Space Systems sector and Mission Systems sector. Most recently he served as Vice President, Corporate Finance working directly with former Chief Financial Officer, David Keffer, to facilitate a successful transition. Mr. Keffer retired on February 21, 2025, after five years with the Company. During this time, Mr. Keffer played a key role in guiding the Company's financial strategy, increasing shareholder value and strategically positioning the Company for future growth and success. Mr. Keffer remained an employee of the Company and advisor to Ms. Warden and Mr. Crews until his retirement. As a former Chief Financial Officer, Mr. Keffer's inclusion in this Compensation Discussion and Analysis (CD&A) is required by SEC rules.

These transitions demonstrate the Company’s commitment to thoughtful and well-executed succession planning.

#### 48Northrop Grumman

#### Executive Compensation

#### Compensation Philosophy and Objectives
We provide attractive, flexible and market-based total compensation programs tied to performance and aligned with the interests of our shareholders. Our objective is to recruit and retain the caliber of executives and other key employees capable of achieving top performance and generating value for our shareholders, customers and employees.

Our goal is to lead our industry in sustainable performance and build on our strong, enduring values. For our performance-based plans, we select metrics that drive shareholder value and benchmark our performance against peers, the market and our long-range strategic plan (LRSP). Our executive compensation and benefit programs are guided by the following principles:

| Pay for Performance                                                                                                                                                                                                                                           
 •Our incentive plans are based on peer performance and benchmarks, the market and our LRSP.                                                                                                                                                                   
 •Above-target incentive payouts are awarded when we outperform our peers, market and LRSP benchmarks.                                                                                                                                                         |
| Leadership Recruitment, Retention and Succession                                                                                                                                                                                                              
 •Compensation is designed to be competitive with our peers and retain top talent.                                                                                                                                                                             
 •Programs are structured to attract, motivate and reward NEOs for delivering strong operational and strategic performance over time.                                                                                                                          |
| Sustainable Performance                                                                                                                                                                                                                                       
 •Our Annual Incentive Plan includes both financial and non-financial metrics to ensure we are building a strong foundation for