Company: SFB
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0001193125-25-094691
Chunk: 20

Company: STIFEL FINANCIAL CORP
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 20
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 opportunities, whether they present themselves as organic growth prospects, as talent to attract or as businesses to acquire. To this end, our executive compensation program emphasizes annual incentive compensation that aligns our executives’ compensation to Stifel’s long-term performance. The Committee oversees this program. This overarching purpose of driving long-term value creation is supported by these commitments:

| COMMITTEE COMMITMENTS |

Transparency

| u |     | The Committee identifies the compensation principles that determine the compensation decision process and makes the specific decisions that result from that process. |

Alignment

| u |     | The Committee determines the forms and proportions of compensation to align named executive officer compensation to Stifel’s long-term performance. |

| u |     | The process by which the Committee makes its decisions includes consideration of the entire factual framework, including both: |

| u |     | Quantitative factors, such as those used in the formula for realization of PRSUs and |

| u |     | Qualitative factors such as stewardship and risk controls. |

| Proxy Statement for the 2025 Annual Meeting of Shareholders |     | 36 |

Orderly Decision-Making

| u |     | The Committee’s annual decision-making process is structured to yield orderly, timely, individual compensation decisions. |

| u |     | The Committee requires a full, enumerated factual basis satisfactory to its members to be put before it prior to making its annual compensation decisions. |

| u |     | The Committee consults with an outside compensation consultant to provide market data in connection with its compensation determinations for our CEO and other named executive officers and for other guidance in the compensation decision-making process. |

| u |     | The Committee obtains data on peer practices and uses such data as reference material to assist it in maintaining a general awareness of industry compensation standards and trends. The market data does not formulaically determine the Committee’s compensation decisions for any particular executive officer. The Committee does not target a particular percentile of the peer group with respect to total pay packages or any individual component of pay. |

| u |     | The Committee disciplines its exercise of judgement by use of these facts, principles and process and framework, in order to set compensation in the best interest of the Company and its stakeholders. |

Balancing Role Relevance with Cultural Cohesion

| u |     | The Committee sets the mix of forms of compensation to be relevant to the role of each executive. For example, a front-line financial professional is often paid primarily on revenue produced. |

| u |     | By contrast