Company: GE
Filing Date: 2025-03-13
Form Type: DEF 14A
Source: 0001308179-25-000114
Chunk: 15

Company: GENERAL ELECTRIC CO
Filing Date: 2025-03-13
Form: DEF 14A
Chunk 15
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 $50 million grant date fair value, which we deemed appropriate after considering the level of performance required for payout, peer benchmarks, the annualized value of the grant, Larry’s exceptional past performance and his ability to lead GE Aerospace to success at this critical time. And most importantly: to earn the PSUs, Larry needs to both achieve the performance target and fulfill the term of the contract in accordance with its service conditions. With the say- on- pay opposition that GE faced following a one- time CEO performance equity grant in 2020, why use another one- time grant as a key piece of this new agreement? We understand that many shareholders view one-time grants with heightened scrutiny, and we carefully considered that. This was not an ordinary course retention scenario: we had a newly launched company with an exceptional CEO already in the role, but his prior employment contract was coming to an end. We view the new contract as distinct from the past, and our decision was very much tailored to these circumstances. The Board determined this structure was the best way to extend Larry’s leadership while aligning his compensation to the long-term goals the company had set for our investors. Off-cycle grants are not a regular part of our compensation program, and the Board does not anticipate additional grants to Larry outside the annual process during the term of this employment agreement. What’s next for the company’s talent development and compensation program evolution as you look ahead? We are excited about the opportunities to go deeper with our leadership and talent development. The organization and talent reviews that are now a frequent part of our Committee and full Board meetings will be critical to leadership succession planning and the long-term success of the company. We will also continue to refine our compensation program design, as we are always looking for ways to enhance our programs to drive the right incentives and align with shareholders’ feedback and expectations. We appreciate the thoughtful comments and discussions we have had with many of our large shareholders on these topics and look forward to continuing that dialogue. GE Aerospace 2025 Proxy Statement 27 Overview of Our Executive Compensation Program Compensation Philosophy Our compensation philosophy provides a foundation for how we design our executive compensation program.

| OBJECTIVES |                                                                     | HOW                                               
 OUR COMPENSATION PROGRAM SUPPORTS THIS PHILOSOPHY |                                                                                              |
| •          | Build                                                               
 and retain a world-class global team                                | •                                                 | Our                                                                                          
 compensation programs are designed to attract, motivate and retain global talent.            |
|            |                                                                     | •                                                 | We                                                                                           
 take a market-based approach to target compensation