Company: OC
Filing Date: 2025-03-14
Form Type: DEF 14A
Source: 0001370946-25-000125
Chunk: 34

Company: Owens Corning
Filing Date: 2025-03-14
Form: DEF 14A
Chunk 34
---
IVE COMPENSATION PHILOSOPHY
The Committee believes that executive compensation opportunities should drive sustainable results and deliver long-term stockholder return. This core philosophy is embedded in all aspects of our executive compensation program and is reflected in our guiding principles. We believe that the application of these principles enables us to create a meaningful link between compensation outcomes and long-term, sustainable value for our stockholders.

30

T a b l e o f C o n t e n t s

#### GUIDING PRINCIPLES
| PAY FOR PERFORMANCE                                                                                                                                                                                                                                             |     | STOCKHOLDER  ALIGNMENT                                                                                                                                                                                                                                                                                                                                                                |     | LONG-TERM FOCUS                                                                                                                                                                                                                                          |
| A substantial majority of pay is variable, contingent, and directly linked to Company and individual performance.                                                                                                                                               |     | The financial interests of executives are aligned with the long-term interests of our stockholders through stock-based compensation and performance metrics that correlate with long-term stockholder value.                                                                                                                                                                          |     | For our NEOs, long-term stock-based compensation opportunities will significantly outweigh short-term cash-based opportunities. Annual objectives align with the three key elements of our strategic plan and enhance sustainable long-term performance. |
| COMPETITIVENESS                                                                                                                                                                                                                                                 |     | BALANCE                                                                                                                                                                                                                                                                                                                                                                               |     | GOVERNANCE/COMMUNICATION                                                                                                                                                                                                                                 |
| Total compensation should be sufficiently competitive to attract, retain, motivate, and reward a leadership team capable of maximizing the Company’s performance. Each element is generally compared to peers and the broader marketplace for executive talent. |     | Our compensation program is designed to be challenging, but fair. Executives should have the opportunity to earn market-competitive pay for delivering expected results. As results exceed expectations (both internal and external), pay levels may increase above market median levels. If performance falls below expected levels, actual pay may fall below market median levels. |     | Feedback from stockholders is solicited and, when applicable, factored into the design of our compensation program. Clear design enables ease of communication for all stakeholders.                                                                     |

#### ROLE OF THE COMMITTEE
The Committee, which consists of all independent directors, is responsible for overseeing the development and administration of our executive compensation program. In this role, the Committee approves all compensation actions concerning our CEO and the other NEOs. The Committee’s other responsibilities include:

• Reviewing at least annually the goals and objectives of the Company’s executive compensation plans and amending, or recommending that the Board amend, these goals and objectives if the Compensation Committee deems it appropriate;