Company: BKR
Filing Date: 2025-03-31
Form Type: DEF 14A
Source: 0001193125-25-067674
Chunk: 41

Company: Baker Hughes Co
Filing Date: 2025-03-31
Form: DEF 14A
Chunk 41
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,000 |     |  $1,685,000 |
| Nancy Buese                                                 
 Former Executive Vice President and Chief Financial Officer |     |    $950,000 |     |  $1,000,000 |
| Maria Claudia Borras                                        
 Chief Growth & Experience Officer                           |     |    $950,000 |     |    $970,000 |
| Ganesh Ramaswamy                                            
 Executive Vice President – IET                              |     |    $875,000 |     |    $930,000 |
| Georgia Magno (1) Chief Legal Officer                       |     |         N/A |     |    $650,000 |

| (1) | Ms. Magno was promoted to Chief Legal Officer on January 1, 2024. She was not a NEO in 2023 and hence no salary is reported for 2023. |

Short-Term incentive compensation

| Key action   The Human Capital and Compensation Committee approved the Company-wide, overall funding of the 2024 annual short-term bonus at 140%. This was based on out-performance against financial metrics (weighted 70%) and strategic priorities (weighted 30%). |

The short-term incentive compensation programs are designed to provide executive officers with the opportunity to earn cash bonuses based on the achievement of specific Company-wide, business unit, functional, and individual performance goals. The short-term incentive compensation opportunity is primarily determined using two factors: achievement of pre-determinedfinancial goals and achievement of strategic priorities. Greater weight is placed on the financial component of the short-term incentives, consistent with the Company’s goal of providing a meaningful link between compensation and Company performance. Key Baker Hughes short-term incentive design features are as follows:

| • |     | Formulaic, financial metrics weighted at 70% and with a maximum potential payout of up to 200% of target; and |

| • |     | Strategic goals weighted at 30% and with a maximum potential payout of up to 200% of target. |

In February 2024, the Human Capital and Compensation Committee approved a bonus design with financial and strategic goals under the Baker Hughes Executive Officer Short-Term Incentive Compensation Plan and the broad-based employee plan.

| Overall weighting  |     |                                |    |     |                  | Financial metrics |     |                         |    |     |                             | Strategic Blueprint priorities |     |                             |
| 70%                |     | 30%                            |    |     |                  |                1. |     | Revenue                 |