Company: THC
Filing Date: 2025-04-11
Form Type: DEF 14A
Source: 0001193125-25-079143
Chunk: 50

Company: TENET HEALTHCARE CORP
Filing Date: 2025-04-11
Form: DEF 14A
Chunk 50
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% multiplier |        |        |         |         |     |           |                |        |        |         |         |
| Final Result            |     |           |                |        |        |         |         |     |           |                                                                  |        | 199.7% |         |         |     |           |                |        |        |         |         |

| 56 |

Compensation Discussion & Analysis The Compensation Process Role of the Human Resources Committee The HR Committee is comprised entirely of independent directors and makes all compensation decisions regarding our NEOs. The HR Committee considers input from (i) the other independent members of our Board, (ii) the Company’s shareholders and (iii) its independent compensation consultant. In the case of NEOs other than the Chairman and CEO, the HR Committee also considers input and recommendations from the Chairman and CEO. Otherwise, the HR Committee’s decisions regarding compensation of NEOs are made outside the presence of these officers. The HR Committee is also responsible for approving our executive compensation programs, including the performance measures used in such programs, our general compensation policies, and all new or materially amended broad-based compensation plans, as well as for generally overseeing our talent management processes and our anti-harassment policies and procedures. Independent Compensation Consultant The HR Committee engaged Meridian Compensation Partners, LLC (the “Consultant”) as its independent compensation consultant in 2024 to assist the HR Committee with its duties. The Consultant participated in or provided input with respect to all meetings of the HR Committee and regularly communicated with the HR Committee chair, who also serves as our Lead Director. This year, the Consultant’s services included:

| • |     | Providing market data, industry trends and competitive analysis relative to our peers; |

| • |     | Advising on the key elements of our executive compensation plans and policies; |

| • |     | Reviewing our compensation peer group and suggesting changes, if warranted; |

| • |     | Advising on the parameters for the 2024 AIP and 2024 LTI program; and |

| • |     | Providing recommendations on the structure and competitiveness of compensation for our Chairman and CEO. |

Subject to the approval of the HR Committee, the Consultant meets with members of management to review management’s proposed compensation recommendations to the Committee, discuss compensation trends and best practices, and review Company compensation data. Any material information the Consultant provides to management is disclosed to the HR Committee. To safeguard the independence of the Consultant:

| • |     | The HR Committee retains the