Company: MGRE
Filing Date: 2025-04-11
Form Type: DEF 14A
Source: 0001004434-25-000021
Chunk: 37

Company: AFFILIATED MANAGERS GROUP, INC.
Filing Date: 2025-04-11
Form: DEF 14A
Chunk 37
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 on Annual Incentive Compensation for each NEO, includingthe CEO•Annual cap on independent director equity awards•Equity ownership guidelines for NEOs and directors, as well as anequity holding policy for NEOs•One-year minimum vesting on equity awards•Double-trigger vesting upon change in control•Clawback policies•Mitigation of dilutive impact of equity awards through sharerepurchases•Formulaic Performance Assessment scorecard; pre-set objectivequantitative metrics drive 100% of the assessment score, withachievement caps on each individual metric•Significant portion of overall variable compensation is inperformance-based equity awards, with delivery tied to theachievement of pre-established performance targets based on keybusiness metrics; majority of total equity awards are performance-based•A thorough risk assessment process, as described under “RiskConsiderations in our Compensation Program” below•Retain an independent compensation consultant |     | •No employment agreements with any NEOs, including the CEO•No golden parachute change in control agreements withexecutives•No tax reimbursements or gross-ups for perquisites•No hedging or pledging of AMG securities by directors or officers•No option re-pricing or buy-outs of underwater stock options•No option grants with exercise price below grant date stock price•No payment of dividends on equity awards prior to vesting•No liberal share counting or recycling of shares tendered orsurrendered to pay the exercise cost or tax obligation of grants•No “evergreen” equity plan feature•No excessive perquisites |

Shareholder and Proxy Advisory Firm Feedback and Surveys To ensure that the Board of Directors, including the Compensation Committee, is apprised of stockholder and proxy advisory firm views, we regularly meet with and survey these constituents regarding our executive compensation program. The Compensation Committee recognizes that in enhancing the compensation program, stockholder input has been and continues to be critical for ensuring the continued alignment of management and stockholder interests. As part of this process, we conduct regular outreach initiatives with our largest stockholders throughout the year, and we have a demonstrated history of integrating shareholder feedback into our executive compensation program design. In 2024, 97% of the votes cast by stockholders supported our Say-on-Pay proposal, expressing strong support for our executive compensation program design and its demonstrated linkage of pay-for-performance, as well as the significant integration of shareholder feedback. As in previous years, shareholder feedback gathered throughout the year was carefully considered, along with input from our Compensation Consultant, as well as commentary from proxy advisory firms,