Company: GE
Filing Date: 2025-03-13
Form Type: DEF 14A
Source: 0001308179-25-000114
Chunk: 18

Company: GENERAL ELECTRIC CO
Filing Date: 2025-03-13
Form: DEF 14A
Chunk 18
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   |     | $ |     4,000,000 |     | $ |    15,250,000 |     | $ | 21,250,000 |
| Ghai                     |     | $ |   955,000 |     |        | 120%   |     | $ |     1,146,000 |     | $ |     6,000,000 |     | $ |  8,101,000 |
| Stokes                   |     | $ | 1,400,000 |     |        | 100%   |     | $ |     1,400,000 |     | $ |     5,000,000 |     | $ |  7,800,000 |
| Meisner                  |     | $ |   800,000 |     |        | 100%   |     | $ |       800,000 |     | $ |     3,500,000 |     | $ |  5,100,000 |
| Phillips                 |     | $ |   800,000 |     |        | 100%   |     | $ |       800,000 |     | $ |     3,500,000 |     | $ |  5,100,000 |

GE Aerospace’s executive compensation program is designed to strengthen the link between pay and performance by having a significant portion of total executive compensation tied to the achievement of predetermined performance targets directly related to our business goals and strategies. Our target pay mix for our CEO and other current named executives as of December 31, 2024 is below. This reflects Mr. Culp’s annual compensation structure under his new employment agreement, which increased the portion of his at-risk compensation (previously 88% at-risk). GE Aerospace 2025 Proxy Statement 29 Bonuses under the Annual Executive Incentive Plan We provide annual cash incentive opportunities to our named executives under the GE Aerospace Annual Executive Incentive Plan (AEIP). The financial performance metrics and targets for awards under the AEIP are designed to drive company and business performance, based on our operational and financial priorities. How We Determined 2024 AEIP Bonuses for Our Named Executives For our named executives, individual target award percentages were set between 100–200% of base salary, based on their respective positions and alignment with peer compensation practices. Each year, the Compensation Committee evaluates and sets AEIP performance metrics and targets for the