Company: CENX
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0001552781-25-000153
Chunk: 15

Company: CENTURY ALUMINUM CO
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 15
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, discussing conceptual matters, reviewing preliminary recommendations and reviewing final recommendations, before acting. The Committee dedicated significant time and attention to compensation management in 2024, including holding five meetings.

| 2025            
 Proxy Statement | 30 |

Compensation Discussion and Analysis Compensation Considerations The Committee, with the support of its independent compensation consultant and management, considers many aspects of the Company’s financial and operational performance, as well as other factors when making executive compensation decisions. The factors and considerations the Committee may take into account in making executive compensation decisions include, but are not limited to:

| • | Long-term                   
 stockholder value creation; |

| • | The                                
 Company’s operational performance; |

| • | Performance                        
 relative to peers and competitors; |

| • | Historic                                                     
 absolute and relative stock price and financial performance; |

| • | Key                                                           
 areas management can influence over the short- and long-term; |

| • | The                                        
 cyclical nature of the Company’s business; |

| • | Performance                                                  
 relative to financial guidance provided throughout the year; |

| • | Development                                   
 and retention of a qualified management team; |

| • | Skills,                                            
 experience and tenure of executive incumbents; and |

| • | Market                                                          
 values for comparably situated executives among our peer group. |

Benchmarking Executive Compensation The Committee, together with its independent executive compensation consultant, annually reviews relevant competitive market data to assess our compensation levels and practices. For purposes of informing 2024 compensation targets, the Committee reviewed the compensation levels of a peer group of metals and other industrial companies that are comparable in size to the Company in terms of revenue, market capitalization, EBITDA and number of employees. The Committee chose these parameters, and ultimately the companies noted below, to evaluate pay in a context that considers businesses with similar exposure to economic forces and business cycles and with whom the Company may compete for executive talent. The Committee supplemented this data with compensation survey data covering general industrial companies with similar revenues to provide additional perspective on competitive pay levels. Elements of compensation that are benchmarked, separately and in the aggregate, include base salary, annual incentive opportunities and long-term incentive grant values. Generally, the Committee targets total compensation (base salary, target annual incentive and long-term incentive) at or near the mid-point of the compensation ranges for comparable positions at the companies comprising the peer group, while being mindful of individual differences such as experience, level of responsibility and performance, as well as the practical implications of pay, on occasion, being the product of