Company: GE
Filing Date: 2025-03-13
Form Type: DEF 14A
Source: 0001308179-25-000114
Chunk: 21

Company: GENERAL ELECTRIC CO
Filing Date: 2025-03-13
Form: DEF 14A
Chunk 21
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 illness 
 total recordable rate (0.50), serious incidents (0) and fatalities (0).                  |

| (3) | Final                                                                                     
 result for CES reflects 30% total company and 70% CES weighting plus the safety modifier. |

| * | Non-GAAP                                                                                
 Financial Measure. For information on how these metrics are calculated, see Explanation 
 of Non-GAAP Financial Measures and Performance Metrics on page 65.                      |

| ** | The                                                                                  
 company does not report free cash flow at the segment level for Commercial Engines & 
 Services.                                                                            |

GE Aerospace 2025 Proxy Statement 31 Long- Term Incentive Compensation How We Determine Award Amounts As part of our annual compensation program, we use a mix of long-term incentive compensation awards: PSUs, stock options and RSUs. Each component of our long-term incentive program supports our pay-for-performance objectives: PSUs incentivize achievement of long-term financial and operating goals, stock options align management with shareholders by providing value only if the stock price rises, and RSUs serve as a retention incentive and provide additional alignment with shareholders. In determining award mix and amounts, the Compensation Committee evaluates each executive’s overall compensation relative to the market for similar talent, the mix of cash versus equity as a percentage of the executive’s overall compensation, the executive’s expected future contribution to the success of the company and the retentive value of such awards. In 2024, Mr. Culp’s annual equity incentive was granted 100% as PSUs. For our other named executives, annual equity incentive awards for 2024 were weighted approximately 50% as PSUs, 30% as stock options and 20% as RSUs. Beginning in 2025, Mr. Culp’s annual equity incentive will have the same weighting of 50% as PSUs, 30% as stock options and 20% as RSUs for alignment with the rest of his senior leadership team and with the market; see Compensation Actions for 2024 for Our Current Named Executiveson page 35 for additional information. Performance Stock Units HOW OUR PERFORMANCE STOCK UNITS WORK. PSU awards are designed to focus our named executives on long-term financial and operating goals for the company overall. Our PSU awards have formulaically determined payouts that are earned only if the company achieves specified performance levels over the relevant performance period. Early each year the Compensation Committee selects the performance metrics and targets for our PSU awards to be granted that year. The Compensation Committee chooses performance metrics that it