Company: BA
Filing Date: 2025-03-07
Form Type: DEF 14A
Source: 0001193125-25-049921
Chunk: 53

Company: BOEING CO
Filing Date: 2025-03-07
Form: DEF 14A
Chunk 53
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| Shadow Factories    |     | Targeted delivery of pre-2023 737 MAX inventory and completion of 787 join rework                                                                                        |
| Employee Safety     |     | Targeted reduction in the enterprise-wide OSHA recordable injury case rate (as compared to 2023)                                                                         |
| Distribution Safety |     | Targeted a reduction in unsafe shipments of dangerous goods (as compared to 2023)                                                                                        |

Limited adjustment framework.The Compensation Committee limits its ability to adjust reported financial results for incentive plan purposes to circumstances where such adjustments are necessary to more accurately reflect the core operating performance of the Company. These limited adjustments may have either unfavorable or favorable impacts on results. No adjustments to reported results were applied for 2024.

| 2025 Proxy Statement |     | 57 |

COMPENSATION DISCUSSION AND ANALYSIS Individual Performance Score. The individual performance score for each NEO, which can range from 0% to 120%, acts as a multiplier to the incentive payout calculated based on each NEO’s target and the applicable incentive score. For 2024, consideration of individual performance included achievement against product safety metrics for each NEO other than Mr. Ortberg, who joined the Company in August 2024, and Messrs. Calhoun, Deal and Colbert, who ceased serving as executive officers in 2024 and received no annual incentive payout for 2024. The factors considered by the Compensation Committee in determining the scores for our other NEOs are described under “2024 NEO Pay Decisions” starting on page 61. Long-Term Incentive Program As was the case in 2023, our 2024 long-term incentive awards granted to all NEOs in their roles as of the March grant date were awarded 55% in PRSUs and 45% PRSUs. The PRSUs will pay out from 0% to 200% of the target units granted based on achievement against pre-setcumulative free cash flow goals over the 2024-2026 performance period. Following the January 2024 door plug accident and informed by shareholder feedback, the Compensation Committee incorporated two critical product safety milestones for 2024 into the design of our 2024 PRSUs. Failure to meet these two milestones by year-endwould result in the calculated payout being reduced by 25% (if completed in 2025) or down to 0% (if not completed in 2025). The two milestones were:

| • |     | Design and deployment