Company: AWK
Filing Date: 2025-03-27
Form Type: DEF 14A
Source: 0001193125-25-064607
Chunk: 50

Company: American Water Works Company, Inc.
Filing Date: 2025-03-27
Form: DEF 14A
Chunk 50
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   550,000 |     |         | N/A   |
| Cheryl Norton (3)       |     | $           |   668,088 |     | $           |   710,000 |     |         | 6.3%  |
| Melanie M. Kennedy      |     | $           |   455,520 |     | $           |   473,741 |     |         | 4.0%  |
| Stacy A. Mitchell (2)   |     | $           |         — |     | $           |   550,000 |     |         | N/A   |

| (1) | As part of the annual salary review, Mr. Griffith’s base salary was increased to $784,160 effective February 13, 2024. Mr. Griffith’s base salary was reassessed upon his appointment as the Company’s President, and his salary was further increased accordingly to $950,000 effective August 1, 2024. |

| (2) | Mr. Bowler and Ms. Mitchell were not NEOs in 2023. |

| (3) | As part of the annual salary review, Ms. Norton’s base salary was increased to $694,812 effective February 13, 2024. Ms. Norton’s base salary was reassessed based on her additional responsibilities to oversee the Company’s business development function, and her salary was further increased accordingly to $710,000 effective August 1, 2024. |

| 34 |     | AMERICAN WATER | 2025 PROXY STATEMENT |

2024 Annual Performance Plan

The APP is designed to provide a portion of a NEO’s at-riskcompensation to be paid upon the achievement of our annual business objectives. The APP provides an opportunity for NEOs to earn cash payouts tied to the satisfaction of annual corporate performance goals. The 2024 target award opportunity for all NEOs was equal to a percentage of each NEO’s base salary, based on the individual’s position with American Water. An APP award target is set by the ED&CC, together with the NEO’s other elements of compensation, in an effort to align the NEO’s annual total direct compensation generally with market pay for their position. For 2024:

| · |     | Ms. Hardwick’s APP target was increased from 120 percent to 125 percent of her base salary to maintain her total direct compensation within the competitive range of the benchmarking data. |

Information used to calculate the