Company: CI
Filing Date: 2025-03-14
Form Type: DEF 14A
Source: 0001739940-25-000015
Chunk: 71

Company: Cigna Group
Filing Date: 2025-03-14
Form: DEF 14A
Chunk 71
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 |     | 200%         |     |                                                                                                                                                                       |
| 75th to 85th percentile                                                                                                                                                     |     | 175% to 200% |     |                                                                                                                                                                       |
| 50th to 75th percentile                                                                                                                                                     |     | 100% to 175% |     |                                                                                                                                                                       |
| 25th to 50th percentile                                                                                                                                                     |     | 25% to 100%  |     |                                                                                                                                                                       |
| Below 25th percentile                                                                                                                                                       |     | 0%           |     |                                                                                                                                                                       |
| Weighting:50%                                                                                                                                                               |     |              |     | Weighting:50%                                                                                                                                                         |
| Alignment with Business Strategy:Rewards NEOs for sustained profitable growth across the enterprise                                                                         |     |              |     | Alignment with Business Strategy:Rewards NEOs for stock performance and value creation relative to The Cigna Group’s peer group established at the time of the award  |
| Threshold Performance:Performance that would result in funding of less than 35% of target yields no payment for this measure                                                |     |              |     | Threshold Performance:Performance below the 25th percentile compared with the TSR peer group yields no payment for this measure                                       |

| Final Payout                                                                                                                                                                                         |
| SPS awards are ultimately settled in The Cigna Group common stock, so the actual value of the awards is based on the number of shares earned and The Cigna Group stock price at the time of payment. |

(1) In the event a company in the TSR peer group is removed due to a corporate transaction or otherwise, the Company’s TSR will be measured against the remaining companies.

(2) Relative TSR is measured by calculating four levels of achievement, at each of the 25th, 50th, 75th, and 85th percentiles, and then using straight line interpolation based on Company stock performance (rather than rank) within the relevant level of achievement to determine payout for the measure.

(3) Beginning with the 2023–2025 performance period, relative TSR performance is measured using the average December stock price at the beginning and end of each performance period for The Cigna Group and each of its peers. Payouts on the relative TSR performance measure are capped at 100% if absolute TSR is negative for the performance period.

The SPS program is designed to reward superior TSR performance and financial performance results against long-term, pre-established stretch targets that are difficult to achieve but not unatt