Company: AGIO
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0001193125-25-096719
Chunk: 59

Company: AGIOS PHARMACEUTICALS, INC.
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 59
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�  Provide supplemental executive retirement plans   ×   Provide tax gross ups |
| ✓  Cap annual performance-based cash incentive program payouts at 150% of the target payout level   ✓  Maintain a clawback policy for equity and incentive compensation   ✓  Require minimum levels of stock ownership by executives   ✓  Offer market-competitive benefits for executives that are consistent with the rest of our employees   ✓  Consult with an independent advisor on compensation levels and practices   ✓  Annually assess risk of compensation policies, practices and programs |     |                                                                                                                                                                                                                                              |

Compensation Objectives and Philosophy Our mission is to develop and deliver transformative therapies for patients living with rare diseases. Our compensation & people committee believes that the most effective compensation program is one that rewards sustainable value creation for stockholders, through the delivery of strong company performance, as well as tangible progress toward achieving our mission to improve the lives of patients. The objectives of our compensation program are to:

| • |     | attract and retain superior executives and other employees with outstanding skills and values who contribute to our short- and long-term success; |

| • |     | provide incentives that motivate and reward the achievement of performance goals that directly correlate to the enhancement of stockholder value, as well as to facilitate executive retention; and |

| • |     | align executives’ interests with those of stockholders by rewarding the achievement of short- and long-term strategic and financial goals, which we believe serves to enhance short- and long-term value creation for our stockholders. |

To achieve its objectives, our compensation & people committee evaluates our executive compensation program with the goal of setting total compensation at levels that align with our culture, total rewards strategy, size, life stage and industry peers. Specifically, our compensation & people committee uses competitive market 43

compensation data from an annual total compensation study of peer companies to inform its decisions about base salary and variable compensation as part of its review of overall compensation opportunities and the specific elements of our compensation program. The compensation & people committee uses multiple reference points when establishing target compensation levels and considers not only competitive market data to establish targeted pay levels but also factors such as company and individual performance, scope of responsibility, critical needs and skill sets, leadership potential and succession planning. The compensation & people committee also evaluates the compensation programs of other companies which, while not in our peer group, have similar characteristics with regard to business model, complexity and