Company: WSBC
Filing Date: 2025-03-14
Form Type: DEF 14A
Source: 0000950170-25-039418
Chunk: 34

Company: WESBANCO INC
Filing Date: 2025-03-14
Form: DEF 14A
Chunk 34
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 salary increases, differ slightly from the base salaries disclosed in the Summary Compensation Table). The Compensation Committee sets target annual incentive awards to approximate annual cash incentive awards in approximately the 50thpercentile range for comparable positions at banks within the 2024 Peer Group and considers the different accountabilities and responsibilities for the CEO and the other named executive officers. For 2024, the Compensation Committee determined that the target annual incentive award for our CEO would be equal to 75% of his base salary, which was $675,043. The Compensation Committee determined that the 2024 target annual incentive award for our CFO would be 75% of his base salary, or $337,502. In addition, the Compensation Committee set the target annual incentive awards for Jayson M. Zatta, Anthony F. Pietranton and Michael L. Perkins at 75% of each officer’s base salary and Mr. Richmond at 40% of base salary. See the table above for a comparison of the annual incentive award actually paid to each named executive officer in 2024 compared to the target and maximum awards that each executive could have received.

Individual Performance Targets.The Compensation Committee sets individual performance targets for each of the named executive officers. Mr. Jackson, Mr. Weiss, Mr. Zatta, Mr. Perkins and Mr. Pietranton's annual incentive awards are based on the following measures of Corporation performance: pre-tax, pre-provision EPS, core earnings per share, nonperforming assets ratio of less than 1.5%, net charge offs to total average loans of less than 0.30% and regulatory/compliance results.Reconciliation of core earnings per share described in section "Overall Corporate Goal" on page 23. In addition, Mr. Richmond's annual incentive awards are also based on completion of annual compliance reviews. These goals are established through the business planning process which develops an annual budget and are then recommended to the Compensation Committee by our Chief Executive Officer. The Compensation Committee then establishes the individual performance targets based in part on such recommendations. The Compensation Committee also retains some discretion to determine annual incentive awards outside of the relevant performance targets, as described below. The Corporation did achieve its target level in all categories as target for pre-tax pre-provision EPS was $3.15 and actual results were $3.48; target for core earnings per share was $2.17 and actual results were $2.40; target for nonperforming assets

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was less than 1.50%