Company: BK-PK
Filing Date: 2025-03-05
Form Type: DEF 14A
Source: 0001193125-25-046216
Chunk: 55

Company: Bank of New York Mellon Corp
Filing Date: 2025-03-05
Form: DEF 14A
Chunk 55
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 to performance;•recognize both corporate and individual performance;•promote long-term stock ownership;•attract, retain and motivate talented executives; and•balance risk and reward, while taking into consideration stakeholder feedback as well as market trends and practices.The HRC Committee reviews the company’s executive compensation program to support alignment with these goals and our long-term business strategy and priorities. In conducting this review, the HRC Committee consults with its independent compensation consultant and management, and also takes into account market trends and practices and feedback received during stakeholder engagement.The primary elements of our compensation program for our NEOs are base salary and incentive compensation, delivered through a combination of cash and deferred equity awards in the form of PSUs and RSUs. For the 2024 performance year, the HRC Committee determined it was appropriate to increase the portion of incentive compensation awarded in deferred equity delivered in PSUs to our CEO, Robin Vince, and reduce the portions awarded in cash and RSUs. The portion of his total incentive compensation delivered in PSUs increased to 60% (previously 50%) and the portions of his total incentive compensation delivered in cash and RSUs were each reduced to 20% (each previously 25%). For the other NEOs, the HRC Committee determined it was appropriate to increase the portion of deferred equity delivered in PSUs to 45% (previously 40%). The portion delivered in RSUs was reduced to 25% (previously 30%) and the portion of total incentive compensation delivered in cash remained unchanged (30%). The HRC Committee adopted these changes to further align the NEOs’ compensation outcomes with the company’s performance and stockholder interests and to better align with peer and industry practice.Apart from the changes described above, the HRC Committee continued the framework from 2023 for determining incentive compensation for our NEOs, which includes a minimum funding threshold requirement. The HRC Committee uses a scorecard approach to make incentive compensation determinations. The scorecard for each NEO includes a corporate component and an individual modifier, enabling the HRC Committee to comprehensively analyze and reward both corporate and individual performance. The corporate component continues to be determined by evaluating a range of financial metrics (weighted 70%) and a range of non-financial outcomes (weighted 30%). The individual modifier continues to be determined based on each NEO’s individual alignment to the company’s broader strategy and goals set for each NEO and approved by the HRC Committee at the beginning of the year. Those goals are intended to create