Company: CFG-PE
Filing Date: 2025-03-10
Form Type: DEF 14A
Source: 0000759944-25-000044
Chunk: 56

Company: CITIZENS FINANCIAL GROUP INC/RI
Filing Date: 2025-03-10
Form: DEF 14A
Chunk 56
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, references to balance sheet items above are on a period-end basis and any comparisons are on a year-over-year basis versus 2023. For information on how we define EPS and ROTCE, see page 59.

(2) Total Shareholder Return is calculated consistent with the disclosure in this proxy statement found in "Compensation Matters—Dodd-Frank Compensation Disclosure—Pay Versus Performance". Amounts above represent the value of an initial fixed $100 investment in Company common stock on December 31, 2019 as compared to the value of that investment on the last trading day of each relevant calendar year (each period, a "measurement period"). Total Shareholder Return is calculated by dividing (a) the sum of the cumulative amount of dividends for each measurement period, assuming dividend reinvestment in the security, and the difference between the Company’s share price at the end and the beginning of the applicable measurement period by (b) the Company’s share price at the beginning of the applicable measurement period.

#### Citizens Financial Group55

#### Compensation Matters

#### Compensation Governance Overview
We believe our pay practices demonstrate our commitment to alignment with shareholders’ interests and our dedication to maintaining a compensation program supported by strong corporate governance. More detail may be found in " —Compensation Governance".

| What We Do                                                                                                          |     | What We Don’t Do                                                              |
| Link executive pay to Company performance across a variety of dimensions                                            
 Impact overall variable compensation funding and individual executive compensation awards based on risk performance 
 Subject pay to clawback and forfeiture                                                                              
 Maintain robust compensation plan governance                                                                        
 Impose stock ownership and retention guidelines                                                                     
 Hold an annual say-on-pay vote                                                                                      
 Maintain active shareholder engagement program                                                                      
 Retain an independent compensation consultant                                                                       |     | No single trigger change of control vesting of equity awards or cash payments 
 No tax gross-ups                                                              
 No hedging or pledging of Company securities                                  
 No payment of dividend equivalents on unearned or unvested units              
 No option repricing                                                           
 No liberal share recycling                                                    |

#### Philosophy and Total Compensation Framework

#### Executive Compensation Philosophy
The fundamental principles that guide the Compensation and HR Committee in its design of our executive compensation program and in determining executive compensation are included below, along with the aspects of our program which have been informed by these principles.

| Principle                                                                                                                                                                                                                         |     | Aspect Informed by that Principle                                                                                                                                                                                                                                                                                                                                                                                                           |
| Pay-for-Performance.Encourage the creation of long-term value and align the rewards received by executives with returns to shareholders and long-term business objectives