Company: OC
Filing Date: 2025-03-14
Form Type: DEF 14A
Source: 0001370946-25-000125
Chunk: 33

Company: Owens Corning
Filing Date: 2025-03-14
Form: DEF 14A
Chunk 33
---
% of the votes counting towards the outcome of this proposal approved the NEOs’ compensation. The Compensation Committee also considered this result in connection with its ongoing review of compensation policies and decisions in 2024. The Committee believes these voting results demonstrate substantial, continuing support for our NEO compensation program, and the Committee chose not to make any substantial mid-year changes to the existing program for 2024 specifically in response to the 2024 Say-on-Pay voting results. The Company considers stockholder feedback as it shapes its governance and executive compensation programs and policies, as well as its disclosures.

29

T a b l e o f C o n t e n t s

#### 2024 EXECUTIVE COMPENSATION PROGRAM
Considering the effectiveness of our programs and strong stockholder support, as evidenced by the Say-on-Pay vote outcome at our most recent Annual Meeting of Stockholders, the Compensation Committee (the “Committee” for purposes of this Compensation Discussion and Analysis), generally maintained the same program elements for 2024. The Company continues to grant restricted stock unit awards (“RSUs”); however, to better align with our compensation peers, incentivize existing employees and remain market competitive for new talent, the vesting schedule for RSUs transitioned from a 4-year graded vesting schedule to a 3-year graded vesting schedule beginning with awards made in 2024. In addition, performance share units awards (“PSUs”) continue to be earned based on our achievement of total shareholder return (“TSR”), adjusted return on capital (“ROC”), and adjusted free cash flow conversion (“FCFC”) metrics. The following table summarizes the major elements of our standard 2024 executive compensation plans for the NEOs:

Base salary is paid in the form of cash and provides a base level of compensation sufficient to attract, retain and motivate executives. Annual incentive awards are paid in cash and motivate executives to meet and exceed Company and business financial goals, and individual performance objectives. Long-term incentive awards are settled in shares and provide equity-based compensation opportunities that align the interests of executives and stockholders. In addition, in 2024, we provided special compensation elements consisting of a retention bonus opportunity and a transaction bonus opportunity to Mr. Sandri in order to promote his retention and drive certain achievements relating to our evaluation of strategic alternatives regarding our Glass Reinforcements business. Additional details and rationale for all of our 2024 compensation decisions are provided later in the Compensation Discussion and Analysis.

### HOW WE MAKE COMPENSATION DECISIONS

### OUR EXECUT