Company: BOKF
Filing Date: 2025-03-20
Form Type: DEF 14A
Source: 0000875357-25-000020
Chunk: 24

Company: BOK FINANCIAL CORP
Filing Date: 2025-03-20
Form: DEF 14A
Chunk 24
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 was finalized and made in February 2025. The total amount paid to all five NEOs as a result of this one-time special award was approximately $350,000 in aggregate, with individual amounts for the named executive officer as follows: Kymes, $208,932; Grunst, $32,109; Grauer, $49,502; Maun, $36,569; and Vincent, $25,643. Market value of awards is based on the closing price of BOK Financial common stock of $111.49 (as reported on NASDAQ as of February 18, 2025).

Regarding the Executive Incentive Plan, no material changes were made to the methodologies, criteria and formulas previously established to compensate executive officers as the methodologies, criteria, and formulas remained viable and effective. While the Committee foresees no material changes to methodologies, criteria and formulas established to compensate executive management, the Committee will continue to evaluate executive compensation outcomes to ensure they remain consistent with the Committee's objectives for the executive compensation program. For administrative purposes, the Company elected to move the date of its annual equity grant from the second Friday in January to the third Friday in January, beginning with the 2025 grant.

In 2024, the Committee considered the results of the advisory vote by shareholders on the “say on pay” proposal presented to shareholders at the April 30, 2024 annual meeting. At the 2024 Annual Meeting, there was significant support by shareholders for the compensation program offered to the Company’s named executive officers. Accordingly, the Committee made no direct changes to the Company’s executive compensation program as a result of the "say on pay" vote. The Company’s executive compensation program continued to focus on pay for performance, aligning executives' interests with those of the Company’s shareholders, achieving a balance between annual and long-term incentives and monitoring incentive plans, and the creation of incentives, so as not to create an excessive amount of risk.

Promoting Long-Term Growth and Discouraging Excessive Risk Taking

Review and Oversight of Risk

In 2010, the Office of the Comptroller of the Currency, the Federal Reserve Board of Governors and other regulatory agencies issued Interagency Guidance on Sound Incentive Compensation Policies (the “Compensation Guidance”). In response, Company management formed a review committee consisting of senior and executive leaders from human resources, audit, risk management, accounting, finance, legal, compliance and the various business lines (the “Incentive Risk Review Committee”). The In