Company: GEHC
Filing Date: 2025-04-10
Form Type: DEF 14A
Source: 0001628280-25-017240
Chunk: 47

Company: GE HealthCare Technologies Inc.
Filing Date: 2025-04-10
Form: DEF 14A
Chunk 47
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 Appendix for definitions of the non-GAAP financial metrics used in the 2024 PSUs.

#### Vehicle Mix and PSU Calculation
| 50% PSUs                                        
 three-year performance period and cliff vesting |     | + |     | 25% Options                            
 1/3 vesting 18/30/42 months from grant |     | + |     | 25% RSUs                               
 1/3 vesting 18/30/42 months from grant |

| 2026 Organic revenue 
 (50%)                |     | + |     | 2024-2026               
 Cumulative Adjusted EPS 
 (50%)                   |     | X |     | Relative TSR Modifier vs. Compensation Peer Group 
 (+/-20%)                                          |     | = |     | Final Award(1) 
 (0%-200%)      |

(1) Threshold achievement for both financial metrics would result in a 50% payout.

#### 44GE HEALTHCARE 2025 PROXY STATEMENT

#### Compensation

#### 2024 PSUs
How Annual PSUs Work. Our PSUs are designed to focus executives on the Company’s long-term financial and operating goals. PSU payouts are earned only if GE HealthCare achieves specified performance levels over the relevant performance period. In the first quarter of 2024, the Compensation Committee selected the performance metrics for PSUs to be granted in 2024. The Compensation Committee chooses performance metrics it believes align with the Company’s long-term strategic objectives and contribute to the creation of long-term stockholder value. The Compensation Committee then monitors the Company’s performance against the performance metrics over a three-year performance period and certifies the final levels of achievement following the end of the period.

The certified PSU achievement levels determine the percentage of the target number of PSUs under the award that executives earn. The Compensation Committee establishes targets and performance levels that are designed to be rigorous but realistic and informed by the Company’s long-term financial goals. The target, threshold, and maximum performance levels for each performance metric are set with reference to our annual budgets established by senior management and approved by the Board. PSUs vest at the end of the three-year performance period, contingent upon satisfaction of the performance criteria and subject to the NEO’s continued employment through the vesting date (with exceptions for certain termination events).

How Metrics and Targets for PSUs Were Selected. The 2024 performance metrics and targets for PSUs granted to our NEOs were approved by the Compensation Committee in February 2024. The PSUs