Company: SFNC
Filing Date: 2025-04-03
Form Type: DEFR14A
Source: 0001174947-25-000480
Chunk: 30

Company: SIMMONS FIRST NATIONAL CORP
Filing Date: 2025-04-03
Form: DEFR14A
Chunk 30
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. Committee The compensation program for the Company is designed and administered by the Compensation Committee (also referred to as “Committee” for purposes of this discussion). For 2024, the members of this Committee were Jay Burchfield (Chair until February29, 2024; member until April23, 2024), Steven Cossé, Jerry Hunter, Susan Lanigan (Chair as of February29, 2024), Robert L. Shoptaw, and Mindy West. Executive Compensation Philosophy The Company seeks to provide executive compensation packages that are significantly connected to the Company’s overall financial and operational performance, the increase in shareholder value, the success of the Company, and the performance of the individual executive. The main principles of this strategy include the following: •attract and retain highly effective and competent executive leadership, •encourage a high level of performance from the individual executive, •align compensation incentives with the performance of the overall Company and/or the business unit most directly impacted by the executive’s leadership and performance, •enhance shareholder value, and •improve the overall performance of the Company. The Compensation Committee strives to meet these objectives while maintaining market competitive compensation levels and ensuring that the Company makes efficient use of its shares, has predictable expense recognition, and operates within the Company’s risk profile. Peer Comparison In determining the amount of executive officer compensation each year, the Compensation Committee reviews competitive market data from the banking industry as a whole and a specific peer group of comparably sized banking organizations. The Committee uses this peer group of banking organizations for comparison in setting executive compensation practices and levels of base salary, incentives, and benefits. Prior to setting the peer group, the Committee obtains the recommendation of its compensation consultant on the makeup of its peer group. For 2024, the compensation consultant conducted a review of publicly -tradedregional banks with assets between approximately $13.1 billion to $61.8 billion (approximately 0.5 to 2.2 times the Company’s asset size at the time of the peer group analysis) located throughout the United States and recommended a peer 22

group of 20 banking organizations with a median asset size of approximately $30.5 billion located in the states of Arkansas, Colorado, Florida, Georgia, Indiana, Missouri, Mississippi, Oklahoma, Tennessee, Texas, and Virginia. The Compensation Committee adopted the peer group as recommended by its compensation consultant. For our compensation analysis for 2024, the peer group consisted of 20 banking organizations; the name and ticker symbol for the members