Company: TROW
Filing Date: 2025-03-26
Form Type: DEF 14A
Source: 0001104659-25-028002
Chunk: 37

Company: PRICE T ROWE GROUP INC
Filing Date: 2025-03-26
Form: DEF 14A
Chunk 37
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 Compensation Committee reviewed and discussed compensation and governance trends, and engaged with its compensation consultant to determine how to structure NEO incentive compensation for 2024. While the Compensation Committee continues to believe a rigid formulaic program based strictly on quantitative metrics could have unintended consequences, the Compensation Committee determined that for 2024 our CEO Incentive Compensation would reflect a more structured approach. For the NEOs other than the CEO, the Compensation Committee considered their contributions to the Company's strategic imperatives when setting the compensation in 2024, as well as their contributions to the related annual goals described below. The Compensation Committee considered each NEO's individual contributions to the achievement of these key goals and the NEO's individual performance in their functional responsibilities. These broader goals included overall Company financial results, investment performance and progress on product goals, net flows and progress on distribution goals, major program execution and progress on shared services goals, and governance and talent development. The Compensation Committee also looked to maintain reasonable alignment between the compensation of the NEOs and other senior personnel in order to retain talent and maintain an internally consistent compensation environment.

| 2025 Proxy Statement | 47 |

How We Aligned CEO Incentive Compensation to Company Performance in 2024 For 2024, our Compensation Committee changed our CEO's compensation structure to more closely link the CEO's Incentive Compensation with the Company's performance. Additionally, the Compensation Committee established a target Incentive Compensation for the CEO, representing an increase from the prior year's compensation, to be better aligned with CEOs at peer firms. At the beginning of 2024, the Compensation Committee approved the following framework for our CEO's Incentive Compensation:

| • | Incentive                                                                                  
 Compensation shall be approximately 50% in the form of cash, and 50% in the form of equity 
 awards.                                                                                    |

| • | Target                                                                                     
 Incentive Compensation for the CEO was set at $16,650,000, with a threshold of $10,650,000 
 and a maximum of $22,650,000.                                                              |

| • | Incentive                                                                                      
 Compensation was based 70% on quantitative financial measures and 30% on qualitative strategic 
 measures.                                                                                      |

| • | The                                                                                            
 Compensation Committee established a range (threshold to maximum) of outcomes for each measure 
 resulting in the potential outcome of the scorecard being between 0% and 136% of the target.   |

| • | The                                                                          
 quantitative financial measures approved by the Compensation Committee were: |

|