Company: OC
Filing Date: 2025-03-14
Form Type: DEF 14A
Source: 0001370946-25-000125
Chunk: 63

Company: Owens Corning
Filing Date: 2025-03-14
Form: DEF 14A
Chunk 63
---
 for each cycle. The January 1, 2022 through December 31, 2024 cycle vested on December 31, 2024 and is therefore included in the Options Exercised and Stock Vested table. The remaining outstanding three-year cycles as of December 31, 2024 include: January 1, 2023 through December 31, 2025 and January 1, 2024 through December 31, 2026. Estimated future payouts of awards under the 2024-2026 cycle are reflected in the 2024 Grants of Plan-Based Awards Table above.

The awards shown in the 2024 Grants of Plan-Based Awards Table represents the NEO’s opportunity to earn the amount shown in the “maximum” column of the table if the maximum performance goal established by the Compensation Committee at the beginning of the performance period are attained or exceeded for the performance period. In the event the maximum performance goal is not attained, then the NEOs may earn the amounts shown in the “target” column if the target level of performance is attained or amounts below the “target” level if a lower level of performance is attained. Participants will earn intermediate amounts for performance between the maximum and target levels, or between the target and threshold levels.

For the performance period commencing in 2024, the long-term incentive plan provides an award under the Owens Corning Stock Plan in up to four separate components: (1) restricted stock unit awards granted under the long-term incentive plan generally vest and restrictions lapse 33.3% per year over three years, based on continued employment during the vesting period; (2) TSR PSU awards granted under the long-term incentive plan generally vest at the end of the three-year performance period, and are settled in shares based on the performance of the Company against pre-established relative TSR performance criteria; (3) ROC PSU awards granted under the long-term incentive plan generally vest at the end of the three-year performance period, and are settled in shares based on the performance of the Company against pre-established performance criteria; and (4) FCFC PSU awards granted under the long-term incentive plan generally vest at the end of the three-year performance period, and are settled in shares based on the performance of the Company against pre-established performance criteria.

Sandri Retention Bonus and Transaction Bonus Opportunities

In 2024, in connection with our announcement of our review of strategic alternatives for the Glass Reinforcements business, we provided the Retention Bonus and Transaction Bonus opportunities to Mr. Sandri. For