Company: EAI
Filing Date: 2025-02-18
Form Type: 10-K
Source: 0000065984-25-000012
Chunk: 1167

Company: ENTERGY ARKANSAS, LLC
Filing Date: 2025-02-18
Form: 10-K
Item: Item 8
Chunk 1167
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, individual performance, scope of responsibility, leadership skills, and behaviors, current compensation, and internal equity.  The Talent and Compensation Committee considers changes in the base salaries of the NEOs at least annually, and in 2024, all of the NEOs received increases in their base salaries ranging from approximately 3.5% to 13.6%, which were effective April 1, 2024, and were based on the factors above.  In the case of Messrs. Marsh and Norgeot and Ms. Fontan, their increases were made to transition below-market base salary levels toward the market median in recognition of their performance since assuming their respective roles in 2022.

The following table sets forth the 2023 and 2024 annual base salaries, after adjusting for the annual merit increases, for the NEOs.

Named Executive Officer2023 Base Salary2024 Base SalaryMarcus V. Brown$761,302$791,754Haley R. Fisackerly$438,206$458,019Kimberly A. Fontan$625,000$706,250Laura R. Landreaux $411,351$430,983Andrew S. Marsh$1,100,000$1,250,000Phillip R. May, Jr.$454,593$472,863Peter S. Norgeot, Jr.$598,000$669,760Deanna D. Rodriguez$362,274$375,924Eliecer Viamontes(1)$365,385$380,070Roderick K. West$807,491$835,753

(1)    Following the annual merit increases, Mr. Viamontes received an off-cycle salary increase of approximately 10%, which brought his base salary to $418,077, effective September 29, 2024.  This off-cycle adjustment to Mr. Viamontes’ salary was made to transition his below-market base salary level toward the market median.

Annual Incentive Compensation

The NEOs are eligible for annual incentive awards pursuant to the executive annual incentive program established under our 2019 Omnibus Incentive Plan (“2019 OIP”).  The maximum funding available for the program is determined by a payout factor referred to as the Entergy Achievement Multiplier (“EAM”).  Each year, after a review of the Company’s strategic plan, the Talent and Compensation Committee engages in a rigorous process to determine the performance measures and the minimum, target, and