Company: UMBFO
Filing Date: 2025-03-14
Form Type: DEF 14A
Source: 0001193125-25-054504
Chunk: 39

Company: UMB FINANCIAL CORP
Filing Date: 2025-03-14
Form: DEF 14A
Chunk 39
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 year for UMB. In April 2024, the Company announced the execution of a definitive agreement to acquire HTLF. This acquisition, which was completed in the first quarter of 2025, increased the Company’s total assets to approximately $68 billion (based on assets as of December 31, 2024). Despite the significant integration planning activities during 2024, UMB remained focused and continued its stellar financial performance in 2024 with:

| • |     | Strong Loan Growth: In 2024, average loans increased $1.88 billion, to $24.2 billion or up 8.4% on a year-over-year basis. |

| • |     | Exceptional Credit Quality: Net charge-offs were just 0.10% of average loans in 2024; and |

| • |     | Strong Core Funding Growth: In 2024, average deposits increased $3.5 billion, to $35.3 billion, up 11.1% compared to 2023. |

Additionally, the Company achieved several notable record highs in 2024 with annual net income of $441.2 million, net interest income exceeding $1.0 billion and noninterest income of $628.1 million. Objectives of Our Compensation Program Our Compensation Committee has established the following goals and objectives for structuring UMB’s executive compensation program and in making individual compensation decisions:

| • |     | Compensation should reward superior performance. Our compensation program should motivate our Executive Officers to perform consistently at high levels. The performance standards used in our short-term and long-term incentive programs should be challenging, but fair, to the Executive Officers. |

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| • |     | Incentive compensation should reward consistent and sustained performance over the long term. A substantial amount of compensation should vest over multi-year performance periods that are designed to align the interests of the Executive Officers and shareholders. We believe this focus on longer performance periods also helps promote retention and business continuity amongst the Executive Officers. |

| • |     | Incentive compensation should emphasize forward-looking performance. A substantial amount of compensation for Executive Officers should be equity-based compensation. We believe equity compensation aligns management and shareholder interests and promotes increased shareholder value. |

| • |     | Compensation levels should be competitive to ensure we attract and retain a highly qualified management team to lead and grow the Company. We rely on an experienced and highly talented management team to lead the Company. To promote continued growth and success, we also must develop a strong bench of executives