Company: ARVN
Filing Date: 2025-04-29
Form Type: DEF 14A
Source: 0001655759-25-000075
Chunk: 38

Company: ARVINAS, INC.
Filing Date: 2025-04-29
Form: DEF 14A
Chunk 38
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 Long-Term Incentives. In February 2024 , the board of directors, upon recommendation by the compensation committee, approved annual grants of Options and RSUs under the 2018 Plan to our Chief Executive Officer, and the compensation committee approved grants of Options and RSUs und er the 2018 Plan to our other then-named executive officers, other than Mr. Cassidy. Dr. Teel and Dr. Cacace were granted additional awards of Options and RSUs under the 2018 Plan in May 2024 and June 2024, respectively, in connection with their new roles as Chief Business Officer and Chief Scientific Officer, respectively, which we refer to as promotional awards. Dr. Berkowitz and Mr. Saik were each granted an Option and RSUs as an inducement material to agreeing to enter into employment with the company in accordance with Nasdaq Listing Rule 5635(c)(4).

#### Compensation Design
Compensation Philosophy and Objectives

The goal of our executive compensation policies and programs is to pay for performance. Within this overarching principle, there are a number of key objectives that our policies and programs are designed to achieve:

• Attract and retain individuals with superior ability, technical, and managerial experience;

• Align the executives’ interests with those of our stockholders through long-term incentives linked to specific performance; and

• Provide market competitive compensation to attract and retain highly qualified individuals who are capable of making significant contributions to the long-term success of the company.

Alignment with Company Strategy

Our executive compensation policies and programs reinforce our pay-for-performance philosophy. While fixed compensation, such as base salary and benefits, are primarily designed to be competitive in the biopharmaceutical marketplace for employees, a substantial portion of our named executive officers’ compensation is linked to achieving scientific, business, organizational and operational goals.

We provide a significant portion of our executive compensation in the form of long-term incentives (Options and RSUs) that vest over time. These equity awards are a key aspect of our pay-for-performance philosophy and serve to align the interests of our named executive officers with our stockholders, as they are tied to future increases in the value of our stock. Further, we believe that equity awards with a time-based vesting feature promote retention because this feature incentivizes our named executive officers to remain in our employment during the vesting period. The annual cash bonuses paid to our named executive officers are based entirely on corporate performance goals established by the board of directors. Our executives make strategic decisions that influence the company, and we