Company: SPR
Filing Date: 2025-04-23
Form Type: DEF 14A
Source: 0001140361-25-015209
Chunk: 39

Company: Spirit AeroSystems Holdings, Inc.
Filing Date: 2025-04-23
Form: DEF 14A
Chunk 39
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 executive officers, are considered covered persons for purposes of the Recoupment Policy. Policy Prohibiting Short-Selling, Hedging, and Pledging The Company has adopted a policy prohibiting the Company’s insiders from engaging in short-selling, hedging, and pledging the Company’s securities. As it relates to hedging, insiders of the Company are prohibited from purchasing or selling, or making any offer to purchase or offer to sell, derivative securities related to the Company’s securities, such as exchange-traded options to purchase or sell the Company’s securities or financial instruments that are designed to hedge or offset any decrease in the market value of the Company’s securities (including but not limited to prepaid variable forwards, equity swaps, collars, and exchange funds). Company insiders include all employees and directors of the Company as well as their spouses, domestic partners, minor children, economic dependents, other persons living in their households, or any corporations, partnerships, trusts, or other entities that they beneficially own, and any person over whom, or trust or other entity over which, they have control. Additionally, Company insiders are prohibited from holding the Company’s securities in a margin account or otherwise pledging the Company’s securities as collateral for a loan. Equity Award Grant Practices Annual equity awards are typically granted and priced on the third trading day following the Company’s next earnings release.Neither employees (including our NEOs) nor directors were granted stock options during 2024. The Committee neither grants equity awards in anticipation of the release of material nonpublic information, nor is the timing of filings of material nonpublic information based on equity award grant dates. Compensation Risk Assessment Annually (and more frequently as deemed necessary), the Compensation Committee assesses risks presented by our compensation program, policies, and award structures. This assessment is used to determine whether any of our compensation components incentivize executives to take risks that are not in the Company’s or stockholders’ best interests. In 2024, our Compensation Committee reviewed a variety of risk factors relative to our current compensation programs, including:

| • | Senior talent acquisition and the ability to recruit and retain talent at market-based compensation levels; |

| • | Senior talent loss due to misalignment of strategic decisions and incentives, including balancing long-term incentives with the investment requirement for long-term objectives; |

| • | Alignment of compensation to short- and long-term Company performance; |

| • | Potential for material restatement of earnings to impact incentive plan calculations; |

| • | Potential for unforeseen one-time events beyond management