Company: BBVXF
Filing Date: 2025-08-12
Form Type: DRS
Source: 0000950123-25-007520
Chunk: 528

Company: BANCO BILBAO VIZCAYA ARGENTARIA, S.A.
Filing Date: 2025-08-12
Form: DRS
Chunk 528
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 |     |                     |    Long-term 
     variable 
 remuneration |     |     |     |                  |     |     |       |       |     |       |       |
| César González-Bueno Mayer |      | Sabadell Group CEO |     |            |        1,693 |     |          125 |     |                     |        1,096 |     | 698 |     |                  | 301 |     |       | 3,913 |     |       | 3,631 |
| David Vegara Figueras      |      | Executive director |     |            |          623 |     |          125 |     |                     |          133 |     | 133 |     |                  | 110 |     |       | 1,124 |     |       | 1,025 |
| Total                      |      |                    |     |            |        2,316 |     |          250 |     |                     |        1,229 |     | 831 |     |                  | 411 |     |       | 5,037 |     |       | 4,656 |

A-289

As confidentially submitted to the Securities and Exchange Commission on August 11, 2025. This Amendment No. 4 has not been publicly filed with the Securities and Exchange Commission and all information herein remains strictly confidential. In accordance with the policy in force approved by the shareholders at the Annual General Meeting, the remuneration of Executive Directors for services provided by them in that capacity consists of a fixed remuneration component and a variable remuneration component comprised of two elements: Variable remuneration Short-term variable remuneration The short-term variable remuneration of Executive Directors is determined taking into account the performance in the financial year measured through targets aligned with the risk taken. The Executive Directors have Group targets assigned to them, which include both risk management and control metrics and solvency and capital metrics. They may also have strategic targets with weights assigned to each indicator, and a scale of achievement. Long-term variable remuneration The Executive Directors have long-term remuneration, which is granted annually in cycles based on the achievement of annual and multi-year (three-year) targets, with a corresponding reference amount established at the beginning of each cycle. On completion of the first year of the cycle, the remuneration is adjusted during the first quarter of the subsequent year, according to (i) the level of achievement