Company: STBA
Filing Date: 2025-03-31
Form Type: DEF 14A
Source: 0001193125-25-068253
Chunk: 50

Company: S&T BANCORP INC
Filing Date: 2025-03-31
Form: DEF 14A
Chunk 50
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 | Award      
 Amount ($) |     |         |
| Christopher J. McComish, Chief Executive Officer                                  |     |                    |     | 85 | % |     |            |     | 656,895 |
| Mark Kochvar, Senior Executive Vice President and Chief Financial Officer         |     |                    |     | 64 | % |     |            |     | 281,940 |
| David G. Antolik, President                                                       |     |                    |     | 64 | % |     |            |     | 321,310 |
| Stephen A. Drahnak, Executive Vice President and Chief Commercial Banking Officer |     |                    |     | 51 | % |     |            |     | 180,340 |
| LaDawn D. Yesho, Executive Vice President and Chief Risk Officer                  |     |                    |     | 51 | % |     |            |     | 179,324 |

Long-Term Incentive Plan Awards The LTIP is designed to: (1) to help promote leadership retention and management continuity as S&T continues to execute its longer-term strategic plan; (2) to reward management for strong sustained value creation and financial performance; and (3) to align our executives’ interests with those of our shareholders via appropriately-sizedgrants of equity compensation. The 2024 LTIP puts a greater focus on performance and serves to create a balance between long-term and short-term performance imperatives, beyond that offered by the annual cash incentive under the MIP. The changes implemented in 2022 were maintained in 2024 for the LTIP awards. The target opportunities as a percentage of base salary remained at 50% for the President and the CFO and 40% for all other non-CEONEOs. The CEO has a target opportunity of 100% in accordance with his employment agreement. The Compensation Committee determined to keep payout levels on the peer-relative ROAE metric at 50% of target (Threshold Performance), 100% of target (Target Performance) and 150% of target (Maximum Performance) and the peer-relative TSR to a modifier to the ROAE payout metric: -30%(Threshold or below), 0% (Target) and +30% (Maximum). We consider the upside on the ROAE payout metric combined with the TSR modifier to offer a long-term incentive that better aligns the interests of NEOs with shareholders. Lastly, our 2024 time-based restricted awards are scheduled to vest pro rata annually