Company: WAL-PA
Filing Date: 2025-04-23
Form Type: DEF 14A
Source: 0000950170-25-057334
Chunk: 41

Company: WESTERN ALLIANCE BANCORPORATION
Filing Date: 2025-04-23
Form: DEF 14A
Chunk 41
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   |     |               | 120 | % |     |            | 1,051,279 |     |            | 1,282,560 |     |                      | 122 | % |
| Curley    |     |               | 120 | % |     |            |   711,148 |     |            |   867,600 |     |                      | 122 | % |
| Bruckner  |     |               | 120 | % |     |            |   711,148 |     |            |   867,600 |     |                      | 122 | % |
| Boothe    |     |               | 100 | % |     |            |   522,541 |     |            |   611,373 |     |                      | 117 | % |

| (1) | The CEO may recommend to the Compensation Committee increases to the Annual Bonus Plan payout of up to 15% for a limited population of employees, with total Annual Bonus Plan payouts not to exceed 200%. |

Long-Term Equity In centive Compensation The Company considers long-term equity incentive compensation (“LTI”) critical to the alignment of executive compensation with stockholder value creation and an integral part of the Company’s overall executive compensation objectives. The Compensation Committee approved 2025 annual equity grants for the NEOs at its February meeting. The grant date for the annual equity grant for all NEOs was the day of the Board of Directors’ February meeting. Prior to 2024, GAAP earnings per share ("EPS") has been the most significant component of the LTI performance metrics. EPS captures elements of corporate performance that are beyond those of the individual operating business lines, such as corporate funding policies and the management and allocation of capital. Additionally, EPS targets are aligned with the Company’s long-term financial plans, which the Board and management have assessed for achievability. As discussed below, the Compensation Committee replaced EPS with relative return on equity ("ROE") for PSUs granted under the 2024 LTI program. The Compensation Committee also recognizes the importance of linking total stockholder return (“TSR”) to performance-based awards. In addition, in 2024 the Compensation Committee approved a new cash-settled restricted stock-based compensation award for our executive officers. The award is aimed at addressing executive retention and alignment of management decisions with stock price. The cash settled restricted stock unit (“CSRU”) bonus structure tracks stock price performance over 3-year vesting period and vest