Company: BK-PK
Filing Date: 2025-03-05
Form Type: DEF 14A
Source: 0001193125-25-046216
Chunk: 56

Company: Bank of New York Mellon Corp
Filing Date: 2025-03-05
Form: DEF 14A
Chunk 56
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 further linkage to the company’s strategic pillars (Be More For Our Clients, Run Our Company Better and Power Our Culture).BNY 2025 PROXY STATEMENT 49

## ITEM 2. ADVISORY VOTE ON COMPENSATIONCompensation Discussion & AnalysisThe HRC Committee also determined that the earnout for the 2025 PSU grants (granted in 2025 for 2024 performance) will continue to be based on the company’s return on Adjusted ROTCE and relative TSR over athree-yearperformance period (2025-2027). The HRC Committee believes these metrics appropriately focus our executive officers on future earnings growth and prudent capital deployment, while further aligning executive compensation with stockholder interests.Named Executive OfficersOur NEOs for 2024 are:Robin VincePresident and Chief Executive OfficerDermot McDonoghSenior Executive Vice President and Chief Financial OfficerJose Minaya1Senior Executive Vice President and Global Head of BNY Investments and WealthSenthil KumarSenior Executive Vice President and Chief Risk OfficerCatherine KeatingSenior Executive Vice President and Global Head of BNY Wealth1Mr. Minaya joined the company in September 2024.50 BNY 2025 PROXY STATEMENT

## ITEM 2. ADVISORY VOTE ON COMPENSATIONCompensation Discussion & Analysis2024 Key Compensation PracticesThe following table summarizes our compensation practices, which are designed to compensate our executive officers for performance in a manner that is (1) aligned with our stockholders’ interests and (2) consistent with our high standards for risk management.Program FeaturePracticeBalanced approach forincentive compensation• Incentive compensation is awarded in a balanced mix of cash and deferred incentive compensation in the form of deferred equity:•Cash incentivecomprised 20% of total incentive compensation for our CEO and 30% for our other NEOs•Deferred equitycomprised 80% of total incentive compensation for our CEO and 70% for our other NEOs. Deferred equity for 2024 was awarded in:•PSUs– 60% of total incentive compensation for our CEO and 45% for our other NEOs•RSUs– 20% of total incentive compensation for our CEO and 25% for our other NEOsDirectly link pay toperformance• Incentive compensation is directly tied to a combination of company and individual performance and the actual incentive award for each executive is capped at 150% of the executive’s target incentive award•Corporate component