Company: CI
Filing Date: 2025-03-14
Form Type: DEF 14A
Source: 0001739940-25-000015
Chunk: 57

Company: Cigna Group
Filing Date: 2025-03-14
Form: DEF 14A
Chunk 57
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 Shareholders and Proxy Statement |

| COMPENSATION MATTERS |

• Nicole S. Jones . The Committee approved adjustments to Ms. Jones’ base salary to ensure that her compensation reflected the scope of the responsibilities of her role in overseeing all legal, regulatory, compliance, government affairs, communications, and human resources functions for the Company, as well as to position her compensation within a competitive range of the market for her role.

• Eric P. Palmer. Effective February 2024, Mr. Palmer’s responsibilities were expanded, and he assumed the role of Executive Vice President for Enterprise Strategy, The Cigna Group, in addition to his role as President and Chief Executive Officer, Evernorth Health Services. As previously disclosed, in connection with the expansion of Mr. Palmer’s responsibilities, as well as to position his compensation within a competitive range of the market for such roles, the Committee approved adjustments to his base salary, as well as to his 2024 EIP and 2024 LTI targets.

#### Elements of Compensation
The 2024 executive compensation program of The Cigna Group consisted of the following elements:

| Element                                |     |                                    |     | Purpose                                                                                                                                                                                                                        |
| Base Salary                            |     |                                    |     | Fixed compensation, designed to attract and retain key talent, driven by market data and reflective of the individual’s role, responsibilities, and performance.                                                               |
| Enterprise Incentive Plan (EIP)        |     |                                    |     | Performance-based annual cash incentive designed to reward enterprise performance relative to pre-established annual goals and individual performance, accomplishments, and contributions.                                     |
|                                        |     | Strategic Performance Shares (SPS) |     | Performance-based equity incentive designed to reward achievement of a predetermined absolute financial goal and relative TSR over a three-year performance period, with vesting at the end of the performance period.         |
| Long-Term                              
 Incentives (LTI)                       |     | Stock Options                      |     | Performance-based equity incentive aligned with stock price appreciation, with ratable vesting over three years.                                                                                                               |
|                                        |     | Restricted Stock                   |     | Performance-based equity incentive designed to promote strong retention and alignment with shareholders’ interests, with ratable vesting over three years.                                                                     |
| Retirement and Deferred Compensation   |     |                                    |     | Savings-based component aligned to competitive market practice; includes 401(k) plans and voluntary nonqualified deferred compensation programs. Any accrued benefits from prior defined benefit pension plans are now frozen. |
| Limited Per