Company: CI
Filing Date: 2025-03-14
Form Type: DEF 14A
Source: 0001739940-25-000015
Chunk: 59

Company: Cigna Group
Filing Date: 2025-03-14
Form: DEF 14A
Chunk 59
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, shareholders, and other stakeholders.

• Individual EIP award targets for the NEOs , except for Mr. Cordani’s target, which is approved by the independent members of the Board upon the recommendation of the Committee.

• Aggregate funding levels for actual EIP awards based on Company achievement of predetermined performance goals.

• Actual individual EIP awards for the NEOs, except for Mr. Cordani’s award, which is approved by the independent members of the Board upon the recommendation of the Committee.

#### EIP Performance Measures and Goals
Each year, the Committee sets enterprise performance measures, weightings, and goals for annual cash incentive awards that are designed to align with, and drive execution of, the Company’s business strategy. The balance of measures is consistent with the short-term incentive practices of many of our peers and enables the Committee to reward financial performance, while also incentivizing the achievement of other strategic goals aligned with delivering value for our customers, patients, clients, shareholders, other stakeholders.

Target performance is based on the Company’s business priorities and annual operating plan. The operating plan aligns with our strategy; long-term commitment to our customers, patients, clients, communities, and shareholders; and expected performance in the industry. In setting target performance for each measure, the Committee considered the Company’s publicly disclosed adjusted revenues and earnings outlook, its strategic priorities and anticipated investments, competitor results and outlook, analyst commentary, the Company’s then-current expectations for the industry, the economic environment, and various market forces impacting the Company and related uncertainties. For strategic priorities, which are aligned to the Company’s mission and values, the Committee selects quantifiable measures that: (1) are enterprise wide and regularly reviewed by leadership to assess Company performance in key areas; (2) can be quantified and projected; and (3) assess the performance of the area of focus for the strategic priority. Details regarding the strategic priorities for the 2024 EIP are included in the 2024 Performance Measures, Targets, and Actual Results table below.

To aid the Committee in setting the financial performance targets, and to assess the reasonableness and rigor of those targets, the Committee directed its compensation consultant to evaluate the Company’s historic relationship between pay and performance in comparison with its compensation peer group. The Committee uses its independent compensation consultant to evaluate the appropriateness of the measures and weightings and the degree of challenge in the EIP performance targets. The compensation consultant also reviewed performance targets determined by the Committee in the context of historic performance and analyst expectations of future performance for The C