Company: CENX
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0001552781-25-000153
Chunk: 19

Company: CENTURY ALUMINUM CO
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 19
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 align each NEO’s compensation to peer benchmarking data. In determining these salary adjustments, the Committee was mindful of the fact that each NEO’s base salary was established below the peer group median when such individuals were newly established in their respective roles.

| Named             
 Executive Officer |       2024 
 Annualized 
     Salary | Adjustment  
 from        
 2023 Salary |
| Mr.               
 Gary              |    915,000 | 3.4%        |
| Mr.               
 Bialek            |    495,000 | 4.6%        |
| Mr.               
 Gudlaugsson       |    540,000 | 10.3%       |
| Mr.               
 DeZee             |    430,000 | 4.7%        |
| Mr.               
 Aboud             |    365,000 | 6.4%        |

| 2025            
 Proxy Statement | 33 |

Compensation Discussion and Analysis Annual Incentive Program (AIP) The Company’s Annual Incentive Plan (AIP) is designed to provide each NEO with the opportunity to earn an annual cash award for achieving the Company’s short-term financial, operational and individual objectives. The AIP places a significant percentage of each NEO’s annual cash compensation at risk and aligns the interests of executives and stockholders. 2024 AIP Design and Metrics Each year, the Committee establishes a target annual incentive award for each NEO expressed as a percentage of base salary, subject to the achievement of pre-established corporate and individual goals, as described below. Payouts under the AIP can range from 0% to 200% of the target based on performance relative to pre-established performance metrics. If the threshold level is not achieved for any particular metric, no amount is paid for that metric. However, due in part to the nature of the Company’s business, including the substantial impact on the Company’s financial results of fluctuations in the price of aluminum as well as the price of certain critical raw materials over which management exercises no control, the Committee retains discretion to modify or eliminate any incentive awards if the Committee determines such actions are warranted. The increases in target AIP award opportunities were driven by changes in the peer group compensation data. The Committee believed these adjustments were appropriate to ensure that our executive compensation structure remained competitive and reflective of industry standards. For 2024, each NEO’s target annual incentive opportunity as a percentage of base salary was as follows:

| Named             
 Executive Officer | 2024