Company: WFC-PC
Filing Date: 2025-03-19
Form Type: DEF 14A
Source: 0000072971-25-000090
Chunk: 33

Company: WELLS FARGO & COMPANY/MN
Filing Date: 2025-03-19
Form: DEF 14A
Chunk 33
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 up 5% from the prior year; and over $1 billion in Zelle sales transactions was realized, up 22% from the prior year. We also previously introduced Wells Fargo Premier to better serve our affluent clients, and we are starting to see early benefits from the enhancements.

#### 44Wells Fargo & Company

#### Executive Compensation
In addition, we continued to streamline and right-size the Company, which included opportunities to exit or sell businesses that are not in line with our long-term strategic priorities. In 2024, we entered into a definitive agreement to sell the non-agency third-party servicing segment of our Commercial Mortgage Servicing business. We continued to execute on a focused Home Lending strategy that has resulted in a more profitable business and opportunities remain to improve.

Please refer to 202 4 Company Performance for more details about the Company’s financial performance and how it was considered in the HRC’s 2024 compensation decisions for the NEOs.

Performance and Compensation Determination Process

Consistent with prior years, the HRC followed a systematic approach to set goals, to evaluate Company, individual, and as applicable, line of business performance, and to determine executive compensation. Company performance is discussed under 202 4 Company Performance . Performance and compensation summaries for our CEO and other NEOs begin under 202 4 Named Executive Officer Compensation . The HRC’s full year process is summarized below.

| 1                                                     |     | Set Goals |     |                                                                    2 |     | Evaluate Performance |     |                                                         3 |     | Determine Compensation |
| •Set individual goals in alignment with Company goals 
 •Set total compensation targets                       |     |           |     | •Monitor Company, individual, and business performance against goals 
                                                •Evaluate performance |     |                      |     |                                  •Conduct market analysis 
 •Apply achievement levels to target variable compensation 
                               •Approve total compensation |     |                        |

Performance Year 2024 Total Compensation Targets, Pay Mix, and
Pay-For-Performance Outcomes

Total Compensation Targets

Compensation targets are established based on the role and responsibilities of the individual, the size and scale of the role, market data for comparable roles within the Labor Market Peer Group , to the extent available, and consideration of other factors, such as individual experience and internal pay equity. In referencing market data, the HRC does not target a specific percentile, but, instead, uses data as a reference point. Appropriate target compensation levels allow the HRC to provide compensation opportunities to