Company: BSX
Filing Date: 2025-03-19
Form Type: DEF 14A
Source: 0000885725-25-000017
Chunk: 60

Company: BOSTON SCIENTIFIC CORP
Filing Date: 2025-03-19
Form: DEF 14A
Chunk 60
---
, 2024 due to 2024 performance being between target and maximum.

This demonstrates the relationship between CEO pay and the achievement of per formance criteria, and, therefore, the linkage between our executive compensation program and the long-term interests of our stockholders. The long-term incentive portion of the CEO’s compensation will remain “at-risk” and the value will vary until the completion of the vesting periods or until the exercise date for each of the equity awards.

The chart on the following page demonstrates the relationship between the CEO pay and the Company’s performance, and provides a longer-term view of our CEO’s realizable pay, which is a measure of the value that might be earned by Mr. Mahoney based on performance as of a given date. Realizable pay is calculated in accordance with the methodology described in the Valuation of Compensation Component table above, for each of the years in question, except that equity awards are valued at December 31 of each respective year, rather than December 31, 2024. TSR is calculated in accordance with the methodology described in the 2024 Relative Total Shareholder Return Performance Share Program section of this Proxy Statement and is based on $100 invested on December 31, 2020.

#### 502025 Proxy Statement

### Compensation Discussion & Analysis
2021 - 2024 CEO Realizable Pay and 4-Year Indexed TSR (1)

(1) TSR represents cumulative TSR on a fixed investment of $100 in our common stock for the period beginning on the last trading day of 2020 through the end of the applicable year, and is calculated assuming the reinvestment of dividends.

A Significant Portion of Our NEOs’ 2024 Target TDC is At-Risk,
Performance-Based Compensation

A significant portion of our executives’ target TDC is tied to at-risk, performance-based incentive opportunities. For 2024, approximately 92.2% of the target value of the primary elements of TDC for our CEO, and approximately 83.1% of our other NEOs as a group, consisted of at-risk, performance-based incentive compensation, including both short-term (ABP award) and long-term incentives (performance- and service-based equity awards and stock options). The percentages below were calculated using the 2024 base salary, target equity values and target ABP award amounts for our NEOs as set forth in the Valuation of Compensation Component table on page 50 .

| Base Salary |     | Target Annual Bonus |     | Target Long-Term Incent