Company: WFC-PC
Filing Date: 2025-03-19
Form Type: DEF 14A
Source: 0000072971-25-000090
Chunk: 58

Company: WELLS FARGO & COMPANY/MN
Filing Date: 2025-03-19
Form: DEF 14A
Chunk 58
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 conditions as the HRC determines to be appropriate.

In 2024, we provided one-time signing bonus payments of $5,344,120 and a buy-out RSR equity award covering 284,834 shares to Mr. Rivas to replace compensation forfeited from his prior employer. Additionally, in 2024, we provided Ms. Engle two buy-out RSR equity awards covering an aggregate of 296,695 shares to replace compensation forfeited from her prior employer. For information regarding one-time signing bonus payments made during 2024, see the 2024 Summary Compensation Table for additional details. For information regarding equity grants made during 2024, see the Grants of Plan-Based Awards table, footnotes, and related narrative.

#### 2025 Proxy Statement71

#### Executive Compensation
Compensation Governance Oversight

The HRC believes that strong governance and oversight of our executive compensation program is essential to the Company’s long-term success. To achieve this, the HRC is comprised of independent directors with human capital risk and human capital management experience and qualifications. They are informed by an independent compensation consultant, to make compensation decisions based on NEO performance and comparison of Labor Market Peer Group executive pay levels and pay practices, based on discussions throughout the year (in both regularly scheduled meetings and special meetings, as appropriate). Refer to the Human Resources Committee, within Board Committee Members and Oversight Responsibilities , for a list of key HRC oversight responsibilities and number of meetings each year.

Defining Roles for Effective Oversight of Compensation

|                                                                                                                                                                         |     | Role of the HRC                                                                                                                                                                                                                                                       
 •Oversees the Company’s performance management and incentive compensation programs                                                                                                                                                                                    
 •Oversees performance goals set for NEOs, and approves goals for the CEO, to align them with the Company’s strategic plan, risk appetite, and risk and control framework                                                                                              
 •Evaluates Company results after the end of the performance year, considering financial and non-financial outcomes, consistency with the strategic plan and our risk appetite, prior year performance, and execution of key initiatives and other qualitative factors 
 •Assesses pay levels, using Labor Market Peer Group data as a reference point, in connection with its annual review of NEO compensation                                                                                                                               
 •Reviews CEO’s assessment of NEO individual performance, confirms achievement levels, and approves all compensation for the Company’s executive officers, including the NEOs                                                                                          
 •Assesses CEO individual performance, including risk performance, and recommends final compensation to the Board for approval                                                                                                                                         |     |                                                                                                                                        |
| Role of the