Company: SFB
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0001193125-25-094691
Chunk: 19

Company: STIFEL FINANCIAL CORP
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 19
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 design of our executive compensation program to be integral to furthering our Compensation Principles, including paying for performance and effective risk management. The following chart summarizes certain of our key pay practices.

| What We Do and Don’t Do                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                           |     |                                                                                                                                                                                                                                                                                                                                                                   |
| P   Emphasize annual incentive compensation tied to Company and individual performance   P   Encourage stock ownership by deferring a portion of annual compensation in the form of RSUs and PRSUs and award long-term incentives with multi-year vesting periods of typically five years   P   Maintain stock ownership guidelines; currently, all executives exceed these guidelines   P   Focus executive officers on our long-term performance with the award of PRSUs based in significant part on ROCE performance   P   Utilize a formal process and incentive framework to set executive officer compensation   P   “Double trigger” on equity awards   P   Retain an independent compensation consultant   P   Conduct annual risk review   P   Engage with shareholders |     | X   No excise tax “gross-ups”   X   No special CIC severance   X   No employment agreements   X   No SERPs   X   No hedging, short selling, or use of derivatives   X   Pledging by insiders requires Committee approval   X   No excessive perquisites   X   No repricing of options without shareholder approval   X   No option timing or pricing manipulation |

COMMITTEE COMMITMENTS AND PRINCIPLES During 2024, the Committee maintained its process for setting goals, evaluating performance and making pay decisions, building on its significant improvements in recent years. The review and articulation of our pay purposes, commitments and process is in direct response to comments and other input from our shareholders that have asked us to provide greater transparency by describing in more detail the quantitative and qualitative factors and the evaluation process used to determine awards. Our executive compensation practices are designed to advance Stifel’s goal of being a leading wealth management and investment banking company that is entrepreneurial and appropriately manages risk. We grow and take advantage of