Document:

EX-10.72

 Exhibit 10.72 
  

	
	  

Long-Term Incentive Overview

 

  
 

 
 2019 Long-Term Incentive 

Compensation Program Overview 

February 2020 Grants 

Bands A-B & Other Category 1 Covered Executives 

There are three primary components of compensation at Fifth Third Bank: Base Salary, Variable Compensation (VC), and Long-Term Incentive Compensation
(LTI). The following pages, the Fifth Third Bancorp 2019 Incentive Compensation Plan (“Plan”) and the applicable award agreements provide key details of the 2019 LTI program for awards granted in February 2020. Please review this
information carefully to understand how this element of your compensation will be awarded and delivered. 
 Compensation Philosophy at Fifth
Third Bank 
 Fifth Third Bank pays for performance, both on an individual and a group basis (i.e. division or region). We structure our
market-based compensation programs to target pay at the median of our peers for median performance and to provide upside and downside performance above and below median. We expect that our highest performers will receive a significantly larger share
of cash incentive and long-term incentive awards with the lowest performers receiving little to no awards. 
 New for 2020 

Each year, we review and update our compensation programs to ensure alignment with our business strategy, regulatory guidance, and the external market.
The Human Capital and Compensation Committee approves awards based on competitive award levels and each participant’s impact on the growth and success of Fifth Third Bank. For the 2020 grant, the following changes have been made: 

 

	 	●	 	 LTI Mix – increased the weighting on PSUs from 45% to 50% and decreased the weight on RSUs from 40% to 35%
to better align with market practice. 

  

	 	●	 	 Performance Peer Group – a revised peer group will be utilized for the 2020 PSUs 

 

	 	●	 	 Added First Horizon National and Truist (as a result of the BB&T/SunTrust merger) 

 

	 	●	 	 Removed U.S. Bancorp 

  

	 	●	 	 PSU Payout – Updated payout calculations based on percentile rank performance vs. peers

	
	  

Long-Term Incentive Overview

 

  

 2020 Performance Share Awards 

Performance Shares – An Overview: 
 A
Performance Share is a long-term incentive compensation vehicle granted pursuant to the Plan that gives participants the opportunity to receive a value subject to achievement of specific performance goals tied to the grant. The grant remains subject
to forfeiture over a multi-year performance period with shares earned based on the achievement of the pre-determined performance metrics and goals set forth below. 

The Performance Period for Performance Shares is three years. For grants made in February 2020 the performance period will run from Jan. 1, 2020 through Dec. 31, 2022,
with payout, if any, occurring in February 2023 (as also outline in the Award Agreement). 
 Awards to be granted to eligible employees in February 2020 will be
delivered as follows: 
  

							
	
 
 Band

 
	 	 Performance Shares
  
	 	 Restricted Stock Units
  
	 	
Stock Appreciation Rights

 

	  

Bands A-B & Other

Category 1 Covered
  

 
	 	
50%
  
	 	
35%
  
	 	
15%
  

 Performance Definition and Goals: 

For Performance Shares, there are four performance criteria that are measured and assessed before any shares are earned: a core performance metric of Return on Average
Common Equity (ROACE), two threshold goals of Efficiency Ratio and Return on Tangible Equity (ROTCE) and the Individual Risk Performance Evaluation. ROACE and the Efficiency Ratio are used to determine payout levels. The ROTCE and Risk Performance
Evaluation are used to determine whether portions of grants should be forfeited. Each metric and how it is measured is described below: 

Return on Average Common Equity (ROACE) 

The core performance metric for Performance Shares is Return on Average Common Equity (ROACE). Fifth Third Bancorp’s ROACE is measured against the Bank’s
revised peer group as follows: 
  

	 	●	 	 Citizen’s Financial Group 

  

	 	●	 	 Comerica Incorporated 

  

	 	●	 	 First Horizon National 

  

	 	●	 	 Hunting Bancshares Incorporated 

  

	 	●	 	 KeyCorp 

  

	 	●	 	 M&T Bank Corporation 

  

	 	●	 	 PNC Financial Services Group, Inc. 

 

	 	●	 	 Regions Financial Corporation 

  

	 	●	 	 Truist Financial Corporation 

  

	 	●	 	 Zions Bancorporation 

ROACE Calculation: the number of performance shares earned is dependent upon the ROACE achieved by Fifth Third Bancorp during the Performance Period commencing
Jan. 1, 2020 and ending Dec. 31, 2022 relative to the Peer Group set forth above.  

	
	  

Long-Term Incentive Overview

 

  

 For this purpose, ROACE is calculated as cumulative adjusted net income available to common shareholders divided by
average adjusted Bancorp common shareholders’ equity during the Performance Period. Adjusted net income available to common shareholders shall be determined based upon the financial results for each of the three fiscal years during the
Performance Period, adjusted for the following items: 
  

	 	●	 	 Changes in tax laws, generally accepted accounting principles, or other laws or provisions affecting reported results

  

	 	●	 	 Significant legal and regulatory settlements 

 

	 	●	 	 Asset write-downs, write-offs, dispositions, or sales (except Worldpay investments) resulting from a change in business
strategy 

  

	 	●	 	 Mark-to-Market impacts on the Visa swap and
gains associated with the redemption or sale of Visa shares 

  

	 	●	 	 Merger-related, restructuring, early debt extinguishment, and other-than-temporary impairment charges

  

	 	●	 	 Gains or losses on securities 

To the extent possible, the HC&CC also makes similar adjustments to the reported performances of peer group members. 

Changes among peers resulting from M&A activity will have an impact on the performance calculation. If a change occurs, we will recognize the final reported
financial performance of impacted peers, which will then be adjusted by the average change in overall peer group performance throughout the Performance Period.     

Average adjusted Bancorp common shareholders’ equity shall be determined based upon reported financial results for each of the three fiscal years during the
Performance Period, adjusted to exclude accumulated other comprehensive income. 
 At the end of the three-year Performance Period, the percentile rank for ROACE will
be determined based on cumulative adjusted results for Fifth Third Bancorp and the peer institutions above. The performance level payout will be determined according to the payout grid below. 

Prior to payment, the Human Capital and Compensation Committee of the Board of Directors will certify the results achieved and will retain the ability to reduce the
payout percentage at its discretion. 
 Efficiency Ratio 

Efficiency Ratio is cumulative adjusted non-interest expense for the Performance Period divided by the cumulative adjusted
revenue for such period based on reported financial results. The revenue adjustments exclude the same items as ROACE over the Performance Period. The Efficiency Ratio Performance Goal acts as a threshold goal and is applied following the end of the
Performance Period. 
 The Efficiency Ratio Performance Goal works such that regardless of the percentage payout determined by the ROACE calculation, in order for the
payout percentage to be above 100%, the average annual Efficiency Ration during the Performance Period must be less than 65%. If the Human Capital and Compensation Committee certifies that average Efficiency Ration during the Performance Period is
higher than 65%, the maximum payout percentage for performance shares will be 100%. 
 For example: If Fifth Third Bancorp’s three-year cumulative ROACE
performance places Fifth Third in the 60th percentile among peer banks and the Efficiency Ratio is less than 65%, the 2020 performance share award will payout at 120%. In this example, if
Efficiency Ratio was higher than 65%, payout would be capped at 100%. 

	
	  

Long-Term Incentive Overview

 

  

 Payout Grid 

In 2020, the payout calculation was changed from a stack rank payout to a linear payout based on percentile rank performance vs. peers. 

 

																			
	 	 	  

 Percentile Rank 

 
	  	  

 Payout Percentage 

 
	 	 	 	  	  	  	Threshold	  	Target	  	Maximum
	        	 	100%	  	150%	 				  	 	  	(60% Payout)	  	(100% Payout)	  	(150% Payout)
		 	90%	  	150%	 				  	Percentile Rank	  	30%	  	50%	  	75%
		 	80%	  	150%	 				  		  		  		  		  	
		 	70%	  	140%	 				  		  		  		  		  	
		 	60%	  	120%	 				  		  		  		  		  	
		 	50%	  	100%	 				  	  Payout Examples	  		  	
		 	40%	  	80%	 				  		  		  		  		  	
		 	30%	  	60%	 				  	Assumptions:	  	 	  	Example 1	  	Example 2
		 	20%	  	0%	 				  	ROACE Percentile Rank  	  		  	60th Percentile	  	60th Percentile
		 	10%	  	0%	 				  	Efficiency Ratio	  	 	  	62%	  	67%
		 	0%	  	0%	 				  	Calculated Payout	  	 	  	120%	  	100%

 Performance Shares Earned  

Following the end of the Performance Period, the Committee shall determine the level of ROACE, ROTCE and Efficiency Ratio achieved during the Performance Period and will
certify results as such. The actual number of Performance Shares earned, if any, will be determined by multiplying the participant’s number of granted Performance Shares by the percentage payout result according to the ROACE payout grid reduced
as appropriate by the Efficiency Ratio. 
 The number of performance shares that will be earned are subject to additional performance-based vesting provisions
discussed in the “Additional Information for all Types of LTI” section. It is possible earned shares can be further reduced for failure to meet these additional provisions. 

Except as otherwise provided herein, participants must be employed by Fifth Third on the distribution date in order to earn any Performance Shares. 

Distribution 
 Participants shall receive a number
of shares of Fifth Third Bancorp stock equal to the number of Performance Shares earned within 70 days following the end of the Performance Period (or, if later, the date on the which it has been determined the extent to which the Performance Goals
have been met). It is expected that the Committee will certify performance for Performance Shares in February 2023. The distribution of stock shall be net of any applicable taxes that Fifth Third is required to withhold. The Plan Administrator shall
reduce an appropriate portion of the Fifth Third stock otherwise distributable to a participant to satisfy the withholding lability. 
 Please note that at this time
the IRS allows employers to withhold only a statutory minimum amount of taxes. Tax withholding rates cannot be increased. 
 Dividend
Equivalents 
 The 2020 performance share grant will pay dividend equivalent payments on performance shares each time a dividend is declared (typically
quarterly). The amount of the dividend equivalents received will be determined by multiplying a participant’s number of unvested Performance Shares by the stated dividend amount. Dividend equivalents will be accrued in cash and will be paid out
when the underlying Performance Shares are earned and distributed. 

	
	  

Long-Term Incentive Overview

 

  

 Until distribution, any calculated dividends will be attached to the underlying Performance Share grant and viewable
on the Fidelity website. When the shares are earned and approved for distribution, all accrued cash dividends attached to the shares will be adjusted according to the percent payout achieved and then will be paid in cash, net of any applicable
taxes, to your Fidelity brokerage account. 
 Impact of Termination 

Except as otherwise provided below or in the Award Agreement, if the employment or service of a participant terminates for any reason other than death, disability or
retirement, as defined in the Plan after the Performance Period but prior to distribution date, all Performance Shares shall be forfeited and no payment shall be made with respect thereto. 

Participants who terminate employment during the Performance Period due to death or disability as defined in the Plan shall earn Performance Shares determined by:
(i) multiplying the participant’s number of Performance Shares granted by the participant’s number of full months of service during the Performance Period divided by the number of full months in the Performance Period, (ii) and
then multiplying by the appropriate percentage payout set forth in the Performance Level grid above (reduced as needed by the Efficiency Ratio threshold and any portion forfeited due to failure to meet ROTCE and Risk Performance Evaluation Goals).

 Participants who retire, as defined in the LTI Program Overview “Additional Information for All Types of LTI” section below, shall continue to be eligible
to receive Performance Shares as set forth in Performance Shares Earned section above as if the participant remained employed through the distribution date; provided however, that following retirement, participant’s Performance Shares shall not
be subject to forfeiture based upon a Risk Performance Evaluation rating for any full calendar year in which participant did not work through Dec.31. 

	
	  

Long-Term Incentive Overview

 

  

 2020 Restricted Stock Units 

Restricted Stock Units – An Overview 
 A
Restricted Stock Unit (RSU) granted pursuant to the Plan is a long-term incentive vehicle that gives a participant a conditional right to Fifth Third Bancorp common stock following a multi-year vesting period. The units are considered
“restricted” or “conditional” until they vest. 
 Restricted Stock Unit Vesting (also referred to as
“Distribution”) 
 On the anniversary of the grant date over a three-year vesting period, one-third of the
Restricted Stock Unit grant will vest. On the vesting date (or, “distribution date”), one-third of the granted units convert to Fifth Third Bancorp common stock and shares are issued and registered in each participant’s name by the
Bancorp. These shares are delivered to the participant’s Fidelity Brokerage Account net of any applicable taxes that Fifth Third is required to withhold. The Plan Administrator shall reduce an appropriate portion of the Fifth Third stock
otherwise distributable to satisfy the withholding liability, unless an election is made on Fidelity’s website to pay the tax obligations with cash available in the participant’s Fidelity brokerage account. If the cash election is chosen,
there must be enough cash in the brokerage account to cover the entire tax obligation owed one full week before the vest date. Please note that at this time the IRS allows employers to withhold only statutory minimum amount of taxes. Tax withholding
rates cannot be increased. 
 The number of RSUs that vest each year are subject to additional performance-based vesting provisions discussed in the
“Additional Information for All Types of LTI” section. 
 Dividend Equivalents 

Fifth Third will pay dividend equivalent payments each time a dividend is declared (typically quarterly). The amount of the dividend equivalents received will be
determined by multiplying a participant’s number of unvested RSUs by the stated dividend amount. The 2020 RSU grant dividend equivalents will be accrued in cash and will be paid out when the underlying RSUs are earned and distributed. 

Until distribution, any calculated dividends will be attached to the underlying RSUs and viewable on the Fidelity website. When the shares are earned and approved for
distribution, all accrued cash dividends attached to the shares will be paid in cash, net of any applicable taxes, to your Fidelity brokerage account. 
 Impact of Termination 
 Except as otherwise provided below or in the Award Agreement, if the employment or service of a participant
terminates for any reason other than death, disability or retirement, all unvested Restricted Stock Units shall be forfeited and no distribution shall be made with respect thereto. 

Participants who terminate employment due to death or disability as defined in the Plan shall immediately vest in all unvested Restricted Stock Units upon death of
disability. Distribution of the shares of Fifth Third Common Stock will be made following such date. 
 Participants who retire, as defined in “Additional
Information for All Types of LTI”, shall continue to vest in Restricted Stock Units and distribution of shares of Fifth Third common stock shall be made on the applicable annual vesting dates. 

	
	  

Long-Term Incentive Overview

 

  

 2020 Stock Appreciation Rights 

Stock Appreciation Rights – An Overview 
 A
Stock Appreciation Right Award (SAR) is a long-term incentive vehicle granted pursuant to the Plan that gives a Participant a conditional right to receive Fifth Third common stock of a value equal to any appreciation in the value of Fifth Third
common stock between the Grant Date of the award and the date the Stock Appreciation Right is exercised following vesting. 
 Stock
Appreciation Rights Vesting 
 Stock Appreciation Rights will vest in equal installments over the multi-year period set forth in the Award Agreement. Stock
Appreciation Rights granted in February 2020 will vest in one-third increments over three years. 
 The number of SARs that
vest each year are subject to additional performance-based vesting provisions discussed in the “Additional Information for All Types of LTI” section. 

Exercise of Stock Appreciation Rights 

Participants holding vested Stock Appreciation Rights may initiate an exercise at netbenefits.fidelity.com indicating the number of Stock Appreciation Rights they would
like to exercise. At exercise, stock is received at a value equal to the appreciation of the stock from the grant date to the date the rights are exercised. Stock Appreciation Rights are payable and settled in stock net of any applicable taxes at
the time of exercise. 
  

											
	  
   Stock
Appreciation Rights: Sample Exercise

	 
	  
 The example at right shows the potential value of your Stock
Appreciation Rights assuming that:
  

•  You are granted 1,000 stock appreciation rights in February 2020.

 
 •  The grant price is $30 (fair market
value on the date of your grant).
  

•  You are 100 percent vested in 2023 (1/3 vests every year over three years).

 
 •  You exercise 1,000 stock appreciation
rights when the stock is valued at $40 per share.
	 		  	  

Assumptions:
	  	 	 	  

Calculation:
	  	 
	  		  	 	 	  
 Market value per share at exercise

date
	  	  $40
	  	SARs granted	  	1,000	 	  
 Exercise price
	  	  $30
	  	Exercise price	  	$30	 	  
 Increase in value
per share
	  	  $10
	  	Exercise date	  	5/20/2023  	 	  
 Number of SARs

 
	  	   1,000 

	  	Market value per
share at exercise date	  	$40	 	 Total gain
 ($10.00x1,000)
	  	  $10,000    
	  	SARs exercised	  	1,000	 	  
 Taxes withheld (35%)
	  	  $3,500
	  	Tax rate	  	35%	 	  
 Gain net of taxes
	  	$6,500
	  	 	  	 	 	  
 Number of shares
to employee
 ($6,500/$40)
  
	  	  162*

  
  

*In the event of fractional shares, the participant will receive cash equivalent to the fractional share value deposited into his/her Fidelity account. The above is for
illustration purposes only and not a guarantee of future stock price appreciation. 

	
	  

Long-Term Incentive Overview

 

  

 Grant Expiration Date 

Each unexercised Stock Appreciation Right shall expire upon the 10th anniversary of its Grant Date set forth in the Award Agreement. 

If an expiration date falls on a day where the NASDAQ market is not in session (i.e. over a weekend) the grant will expire at market close on the LAST trading day before
the expiration date. Example: the ten-year anniversary date (expiration date) falls on a Saturday; the last day to exercise the SAR would be before market close on the last trading day before the expiration
date, Friday. 
 NOTE: For any SAR that is at least $0.01 “in-the-money”
at 4pm EST on the expiration date (i.e. FITB stock price is higher than the exercise price of the grant)”, Fidelity will initiate an automatic exercise of all shares set to expire. This “auto-exercise” feature ensures that any benefit
attached to an award at expiration is realized and not lost. 
 Impact of Termination 

Except as otherwise provided herein or in the Award Agreement, if the employment or service of a participant terminates for any reason, a participant shall have 90 days
from the separation date to exercise any vested or “exercisable” Stock Appreciation Rights held as of the separation date. 
 Except as otherwise provided
herein or in the Award Agreement, if employment or service of a participant terminates for any reason other than death, disability or retirement, all unvested Stock Appreciation Rights shall be forfeited and no payment shall be made with respect
thereto. 
 Participants who terminate employment due to death or disability as defined in the Plan may immediately exercise all Stock Appreciation Rights granted to
participant (whether or not vested and exercisable as of the date of death or disability) on or before the expiration date set forth in the Award Agreement. 

Participants who retire, as defined in the “Additional Information for All Types of LTI” section, shall continue to vest in Stock Appreciation Rights on the
applicable vesting dates. Such awards shall be exercisable following the applicable vesting dates until the expiration dates. 
 How many
SARs will I receive? 
 Each SAR is assigned an economic value based on the stock price at the time of grant, as well as other factors including the term
of the SAR, shares available for awards and the volatility of Fifth Third stock. For example, for awards granted in February 2018, the economic value assigned to each SAR was $11.33. For an individual receiving a long-term incentive award of
$100,000, 15 percent of that award ($15,000) was delivered in SARs. The number of SARs representing that $15,000 of value was calculated in this way: $15,000 divided by $11.33 equals 1,324 SARs. 

	
	  

Long-Term Incentive Overview

 

  

 An Overview of Performance Shares, Restricted Stock Units, and Stock Appreciation Rights

 The following is an overview of the key characteristics of each 
  

							
	  

Feature      

 
	  	       Performance Shares

 
	  	       Restricted Stock Units

 
	  	       Stock Appreciation Rights

 

				
	 Definition
	  	 A performance share is a long-term incentive
compensation vehicle that vests over a multi-year period, and derives value based on achievement of predetermined long-term performance objectives.
	  	 Restricted stock units are equivalent to shares
of common stock that cannot be sold until the vesting restrictions lapse.
	  	 A stock appreciation right (SAR) is not an
actual share of stock but rather the right to receive stock of a value equal to the appreciation of the stock from the grant date to the date the stock appreciation right is exercised.

				
	 Value
	  	 The value of the performance shares will be based
on
 The achievement of the performance goals.
	  	 The value of the unit equals the stock’s
market price.
	  	 When you exercise your stock appreciation
rights, you will receive shares equal to the difference between the value at grant and the then current fair market value.

				
	 Vesting
	  	 Vesting of performance shares is three years. The
performance period is Jan. 1,
 2019-Dec. 31, 2021.
	  	 Vesting of your restricted stock units may vary by
grant. For this annual grant, restricted stock will vest
 1/3 per year over three years on the anniversary of the grant date.
	  	 Vesting of your stock appreciation rights may
vary by grant. For this annual grant, stock appreciation rights will vest 1/3 per year over three years on the anniversary of the grant date.

				
	 Grant Price
	  	 Not applicable
	  	 Not applicable
	  	 The closing price of the stock on the date of
grant.

				
	 Grant Term
	  	 Not applicable
	  	 Not applicable
	  	 10 years from the date of the
grant.

				
	 Dividends
	  	 You are eligible to receive dividend equivalents
on your unvested performance shares.
	  	 You are eligible to receive dividend equivalents
on your unvested units.
	  	 You are not eligible to receive dividends or
dividend equivalents on your unexercised SARs.

				
	 Voting Rights
	  	 You do not have voting rights on your
performance shares.
	  	 You do not have voting rights on your unvested
restricted stock units.
	  	 You do not have voting rights on your stock
appreciation rights.

				
	 Taxation
	  	 Dividend equivalents on unvested performance
shares are subject to ordinary income tax. Taxes are reflected on your pay statements and W-2.
	  	 You are subject to tax on the market value of
the award on the vesting date. Dividend equivalents on unvested units are subject to ordinary income tax. Taxes are reflected on your pay statements and W-2.
	  	 You are subject to tax on the increase in value
between the grant date and the date on which you exercise your stock appreciation rights. Taxes are reflected on your pay statements and W-2.

				
	 Transactions

subject to insider trading restrictions, market conditions and the stock ownership policy

 
	  	 Upon vesting, you can:

 
 •  Hold the shares.

•  Sell the shares.

•  Transfer the shares.
	  	 Upon vesting, you can:

 
 •  Hold the shares.

•  Sell the shares.

•  Transfer the shares.
	  	 Upon vesting, you can:

 
 •  Exercise the Stock
Appreciation
Rights, prior to expiration.
 •  Hold or sell any shares that âre paid to you as stock.

•  Transfer any shares that are paid to you as stock.

	
	  

Long-Term Incentive Overview

 

  

 Additional Information for All Types of LTI 

Grant Notification and Accepting your Award 

Managers will communicate an award amount. Awards will be housed at Fidelity Investments. Once an LTI award is viewable on the Fidelity website, participants will
receive an internal email communication containing a link to accept the award. This email will contain instructions for navigating the Fidelity website; www.netbenefits.fidelity.com. Awards must be accepted by following the instructions contained
within that email within six weeks of the email date. 
 Performance-based Vesting Applicable to RSUs and SARs 

Adjusted Return on Tangible Common Equity (ROTCE) 

ROTCE means the adjusted return on tangible common equity of Fifth Third Bancorp. Returns are calculated as cumulative adjusted net income available to common
shareholders for the three fiscal years during the Performance Period divided by average tangible common equity (TCE). TCE is calculated as the weighted average sum of reported average Bancorp shareholder’s equity less average preferred stock,
goodwill, and intangible assets, other servicing rights (excluding mortgage servicing rights) and accumulated other comprehensive income for each of the three fiscal years during the Performance Period. 

Adjusted net income available to common shareholders shall be determined based upon reported financial results for each of the three fiscal years during the Performance
Period, adjusted for the following items: 
  

	 	●	 	 changes in tax laws, generally accepted accounting principles, or other laws or provisions affecting reported results

  

	 	●	 	 significant legal and regulatory settlements 

 

	 	●	 	 asset write-downs, write-offs, dispositions, or sales (except World pay investments) resulting from a change in business
strategy 

  

	 	●	 	 mark-to-market impacts on the Visa swap and
gains associated with the redemption or sale of Visa shares 

  

	 	●	 	 merger-related, restructuring, early debt extinguishment, and other-than-temporary impairment charges

  

	 	●	 	 gains or losses on securities 

To the extent possible, the HC&CC also makes similar adjustments to the reported performance of peer group members. 

ROTCE (determined in the same manner for all award types) for Fifth Third Bancorp for the fiscal year ending immediately prior to the anniversary date of the grant must
meet or exceed 2 percent. If the ROTCE threshold is not met in any one of the three years during the vesting period (2020, 2021, 2022), one-third of the Performance Share grant will be forfeited and one-third of the RSU and the SAR grants may be forfeited at the Human Capital and Compensation Committee’s (the Committee) discretion. In addition, the Committee has discretion to forfeit up to 100 percent
of all unvested grants of any type. 

	
	  

Long-Term Incentive Overview

 

  

 Individual Annual Risk Performance Evaluation 

The vesting of LTI is also subject to an individual risk management performance vesting condition. A participant’s individual Annual Risk Performance Evaluation is
completed by the chief risk officer of Fifth Third Bancorp. For any fiscal year ending during the vesting period for which a Participant receives a rating less than “Achieves” on the annual Risk Performance Evaluation, the Committee has
the discretion on an individual case-by-case basis to forfeit up to 100 percent of the Performance Shares, and unvested RSUs and SARs. In making its decision, the
Committee will take into consideration the magnitude of the event and the accountability level of the participant. 
 Designation of a
Beneficiary 
 Beneficiaries must be designated at Fidelity which allows a person or persons to receive any rights to which you would be entitled under the
Long-Term Incentive Plan and all of the proceeds of your Fidelity brokerage account, including vested Fifth Third shares, in the event of your death. If you choose not to designate a beneficiary, your estate shall be deemed to be the beneficiary. To
designate a beneficiary at Fidelity, log onto your account at Fidelity.com > Customer Service > Update Your Profile > Beneficiaries. Then, complete the steps that follow.  

Non-Transferability 

LTI awards may not be assigned, transferred or pledged in any manner, and may be exercised only by a Participant during his or her lifetime. In the event of a
participant’s death, the beneficiary (or if none, the estate) shall have the right to exercise any stock appreciation rights or sell any restricted stock held by the participant at death in accordance with Plan terms. 

Retirement 
 Retirement means termination of
employment as a Fifth Third employee by a participant who is at least 55 years of age, who also has completed five or more years of consecutive service, and for whom the combination of age and years of service is greater than or equal to 65. 

NOTE: For the purposes of Stock Appreciation Rights; anyone meeting age 50 with five or more years of consecutive service, and for whom the combination of age and years
of service is greater than or equal to 60, will be able to retain their VESTED stock appreciation rights for the full remaining term of the grant. 
 Impact of Awards on Other Terms and Conditions of Employment 
 The granting of an award is at the sole discretion of Fifth Third. Fifth
Third is not obligated to make any award or permit any award to be made in the future. Nothing in these awards constitutes an obligation or guarantee with respect to the value of any award. 

By accepting a grant agreement, you will be accepting and entering into the Confidential Information and Non-Solicitation
Agreement attached to your grant agreement. Please be sure to read and understand this agreement prior to accepting your award. 

	
	  

Long-Term Incentive Overview

 

  

 Finding the Plans 

A general description of the tax effect of this award is included in the prospectus for Fifth Third’s equity compensation plans. You can locate the 2019 Incentive
Compensation Plan and the 2019 Incentive Compensation Plan Prospectus by logging on to your Fidelity account at www.netbenefits.fidelity.com. 

Stock Ownership Guidelines 
 Stock ownership
guidelines vary by salary band. 
  

			
	Executive Band    	 	  

Stock Ownership Guideline
  

Multiple of Base Salary

 

	  

A    

 
	 	  

6x
  

	  

B1    

 
	 	  

3x
  

	  

B2    

 
	 	  

2x
  

	  

Section 16 C    

 
	 	  

2x
  

 Executives not designated as Section 16 officers are required to retain 50 percent of the net after tax shares received from
any exercise or any vest until the ownership guidelines are met. Executives designated as Section 16 officers are required to retain 100 percent of net after tax shares received from any exercise or any vest until the ownership guidelines
are met. 
 Please note that all shares obtained from awards made under any one of Fifth Third’s Incentive Compensation Plans apply to this requirement,
regardless of when an individual became an executive or Section 16 officer. 
 Ownership will include shares owned individually and by immediate family members,
restricted stock not yet vested, and shares purchased through the employee stock purchase plan. 
 Executives have up to five years to achieve the share ownership
requirements highlighted above. 
 Section 16 executive officers are prohibited from engaging in speculative trading or hedging strategies with respect to Fifth
Third Bancorp securities. Any hedged shares for non-Section 16 Officers are excluded from the calculation of ownership levels when analyzing progress towards meeting the stock ownership guidelines. 

Note: All executive compensation plans, including Long-Term Incentive Compensation Plans, are automatically amended as necessary to comply with requirement and/or
limitations under Company police, any laws, rules, regulations, or regulatory agreements up to and including revocation of the award. 
 -The 2019 shareholder-approved
Incentive Compensation Plan governs all awards. This material is an overview for reference.EX-10.73

 Exhibit 10.73 
  

  
 Performance Share Award Agreement 

[Participant Name] 
 It is my pleasure to inform you that
you are hereby granted a Performance Share Award (“Award”), subject to the terms and conditions contained in this Award Agreement, the applicable Long-Term Incentive Award Overview (“Overview”) and the terms of the Fifth Third
Bancorp 2019 Incentive Compensation Plan (the “Plan”) (collectively, the Award Agreement, Overview, and Plan shall be referred to herein as the “Award Terms”). 

 

			
	 Grant Date of Performance Share Award
 Performance Period

 
	  	 [Grant Date]
 The three-year period
beginning January 1st of the year of grant and ending December 31st three years later

	 Performance Shares Granted
 Performance Goals
	  	 [Number of Shares granted]
 Return
on Average Common Equity (ROACE) Relative to Peer Group, Adjusted Return on Tangible Common Equity (ROTCE), Efficiency Ratio, and Risk Performance Evaluation Rating of “Achieves” or above

 These Performance Shares will vest on the third anniversary of the Grant Date subject to achievement of Performance
Goals. The number of vested Performance Shares earned as part of this Award, if any, and the value of such Award will be determined following the end of the 3-year Performance Period based upon Performance
Goals achieved. Details regarding the Performance Goals and their impact on the number of Performance Shares earned and forfeiture of Performance Shares are contained in the Overview. 

Separation from employment impacts the vesting and earning of this Award. For details on the impact of employment separations, including the definition
of Retirement applicable to this Award, please review the Award Terms. 
 Any bonus, commission, compensation, or award granted to you under the Plan
is subject to recovery, or “clawback” by the Company in such amount and with respect to such time period as the Committee shall determine to be required by policy, applicable law, rules, or regulations if the payments were based on
materially inaccurate financial statements or any other materially inaccurate performance metric criteria, or as otherwise required by law. In addition, all executive compensation plans and awards are automatically amended as necessary to comply
with the requirements and/or limitations under any other laws, rules, regulations, or regulatory agreements up to and including a revocation of this Award. 

Acceptance of this Award confirms your agreement to the Award Terms (copies of which were delivered with this Award Agreement) including the
Confidential Information and Non-Solicitation Agreement located on the following pages. In the event of any conflict between the terms of this Award Agreement and the Plan, the terms of the Plan shall control.
In addition, you confirm that you have received, or have access to, the 2019 Incentive Compensation Plan Prospectus. 
 This Award will expire by its
own terms unless accepted within 60 days. 
 For Fifth Third Bancorp: 
  

							
	    

	 		 	
            [Grant Date]         
           
  
	 	
	Greg D. Carmichael	 		 	            	 	
	Chairman, President & Chief Executive Officer	 		 		 	

 [Acceptance Date] 
 [Participant Name] 
 This document constitutes part of a prospectus covering securities that have been registered under the
Securities Act of 1933, as amended. 

 CONFIDENTIAL INFORMATION AND NON-SOLICITATION AGREEMENT

 This Confidential Information and Non-Solicitation Agreement (“Agreement”) is made by and
between Fifth Third Bancorp (which includes its subsidiaries and/or affiliated entities, hereinafter collectively referred to as “the Company”) and the undersigned Employee. 

RECITALS 
  

	 	A.	 The Company is a diversified financial services company that operates four main businesses - Commercial Banking, Branch
Banking, Consumer Lending, and Investment Advisors; 

	 	B.	 The Company has informed Employee herein that the execution of this Agreement, being in the best interests of the
Company, is a condition of employment of the Employee or, in the case of an existing employee, to the continued employment of the Employee by the Company; and 

	 	C.	 The Company has informed Employee herein that the execution of this Agreement is a condition of the receipt of any
Long-Term Incentive Award issued under the Fifth Third Bancorp 2019 Incentive Compensation Plan. 

 NOW, THEREFORE, in consideration
of the Recitals and the mutual covenants contained herein, it is mutually agreed as follows: 
 AGREEMENT 

SECTION 1.            COVENANT NOT TO USE CONFIDENTIAL INFORMATION 

 

	 	A.	 As a necessary function of Employee’s employment with the Company, Employee will have access to, use, receive, and
otherwise acquire various kinds of customer, business, and technical information relating to the Company’s business that is of a confidential nature to the Company, whether or not such information is specifically labeled as
“confidential”. Employee agrees that such confidential information includes, for example, the following: 

Current, prospective and former customer names and information, including but not limited to contact, financial and account information;
product information; compensation plans and arrangements, including incentive compensation plans; performance specifications; pricing, profit margin, and other financial information; product specifications; vendor information; Company training,
reference and/or educational materials; Company forecasts/plans/pipelines; objectives and strategies; quality control and/or compliance standards; business referrals, suppliers, and customer lists; unpublished works of any nature whether or not
copyrightable; business plans; Company research and/or development materials relating to the Company’s business; information contained in pending patent applications; inventions, technical improvements, and ideas; and all other information and
knowledge in whatever form used or useful in management, marketing, purchasing, finance, or operations of the Company’s business and any compilation of such information and all other similar information used by the Company that is not available
to those outside of the Company (hereinafter collectively referred to as “Confidential Information”) 
  

	 	B.	 Employee also understands that he or she will occupy a position of confidence and trust with respect to the
Company’s Confidential Information during his or her employment. Employee acknowledges and agrees that such Confidential Information is not generally known outside of the Company, that the Company has taken measures to guard the secrecy of its
Confidential Information, that such information is extremely valuable and an essential asset of the Company’s business, and that such information, if disclosed without authorization to a third party or used by Employee for purposes other than
conducting the Company business would cause irreparable harm to the Company and/or its customers. 

  

	 	C.	 Employee further agrees that, during Employee’s employment with the Company and following his or her termination
for whatever reason, Employee will not disclose or use, directly or indirectly, or authorize or permit anyone under his or her direction to disclose to anyone, any Confidential Information of the Company that he or she obtains during the course of
his or her employment relating to or otherwise concerning the business of the Company, whether or not acquired, originated, or developed in whole or in part by Employee. 

 

	 	D.	 The obligations set forth herein shall not apply to any trade secrets or Confidential Information that has become
generally known to competitors of the Company through no act or omission of Employee, nor shall the obligations set forth herein apply to disclosures made pursuant to the Sarbanes-Oxley Act of 2002. However, Employee agrees that after termination of
employment he or she will not compile pieces of information from several sources and assemble them together in any manner in an attempt to circumvent a violation of his or her confidentiality obligations to the Company or attempt to demonstrate
thereby that any of the Confidential Information is in the public domain. 

  

	 	E.	 Under the federal Defend Trade Secrets Act of 2016, Employee shall not be held criminally or civilly liable under any
federal or state trade secret law for the disclosure of a trade secret that: (a) is made (i) in confidence to a federal, state, or local government official, either directly or indirectly, or to an attorney; and (ii) solely for the
purpose of reporting or investigating a suspected violation of law; or (b) is made to Employee’s attorney in relation to a lawsuit for retaliation against Employee for reporting a suspected violation of law; or (c) is made in a
complaint or other document filed in a lawsuit or other proceeding, if such filing is made under seal. 

  

	 	F.	 Employee understands that nothing contained in this Plan limits Employee’s ability to file a charge or complaint
with the Equal Employment Opportunity Commission, the National Labor Relations Board, the Occupational Safety and Health Administration, the Securities and Exchange Commission or any other federal, state or local governmental agency or commission
(“Government Agencies”). Employee further understands that this Plan does not limit Employee’s ability to communicate with any Government Agencies or otherwise participate in any investigation or proceeding that may be conducted by
any Government Agency, including providing documents or other information, without notice to the Company. 

 SECTION II.            COVENANT PROHIBITING COMPETITION
AND SOLICITATION OF CUSTOMERS 
 Confidential Information of the Company gained by Employee during employment is developed by the
Company through substantial expenditures of time, effort, and financial resources, and constitutes valuable and unique property of the Company. Employee acknowledges, understands, and agrees that the foregoing makes it necessary for the protection
of the Company’s business that Employee does not divert business of the Company’s customers from the Company and that he or she maintain the confidentiality and integrity of Confidential Information. Therefore, Employee agrees that during
his or her employment and for a period of one (1) year thereafter he or she will not: 
  

	 	A.	 Enter into an ownership, consulting or employment arrangement with, or render services for, any individual or entity
rendering services or handling products competitive with the Company in any geographic region or territory in which Employee worked or for which I had responsibility during the twenty-four (24) month period preceding Employee’s departure
from the Company; provided however, if Employee’s employment terminates by reason of Retirement as defined in the Long Term Incentive Award Overview, the Company consents to Employee becoming an employee or director of, or a consultant to or
advisor to, another financial institution, so long as Employee complies with any applicable agreements containing covenants pertaining to confidential information or prohibiting solicitation of customers or employees, including the terms of this
Agreement. 

  

	 	B.	 Directly or indirectly solicit, divert, entice or take away any customers, business or prospective business with whom
he or she had contact, involvement or responsibility during his or her employment with the Company, or attempt to do so for the sale of any product or service that competes with a product or service offered by the Company; 

 

	 	C.	 Directly or indirectly solicit, divert, entice or take away any potential customer identified, selected or targeted by
the Company with whom he or she had contact, involvement or responsibility during his or her employment with the Company, or attempt to do so for the sale of any product or service that competes with a product or service offered by the Company; or

  

	 	D.	 Accept or provide assistance in the accepting of (including, but not limited to, providing any service, information or
assistance or other facilitation or other involvement) business or orders from customers or any potential customers of the Company with whom he or she has had contact, involvement, or responsibility on behalf of any third party or otherwise for his
or her own benefit. 

 Nothing contained in this Section shall preclude Employee from accepting employment with or
creating his or her own company, firm, or business that competes with the Company so long as his or her activities do not violate any of the terms of this Agreement.     

SECTION III.            COVENANT NOT TO SOLICIT EMPLOYEES 

Employee agrees that during his or her employment with the Company and for a period of one (1) year thereafter, he or she will not
directly or indirectly, recruit, hire or attempt to neither recruit or hire, directly or by assisting others, any other employee of Fifth Third, nor encourage any such employee to leave the employment of Fifth Third. Among other things, this
paragraph means that Participant agrees not to engage in discussions with any officer, manager, employee, or independent contractor of Fifth Third in an attempt to induce or encourage the individual to end his or her relationship with Fifth Third,
not to share any Fifth Third officer, manager, employee, or independent contractor’s name or contact information with any other person or entity so that the person or entity can speak to Fifth Third’s officer, manager, employee, or
independent contractor about potentially leaving Fifth Third, and not to participate in any interviewing or hiring of a Fifth Third officer, manager, employee, or independent contractor. 

SECTION V.            OTHER PROVISIONS 

 

	 	A.	 Extension In The Event Of Breach: Any breach by Employee of any of the restrictions contained in Sections II -IV of this Agreement may be escalated to the Fifth Third Bancorp Human Capital and Compensation Committee to exercise its discretion to forfeit unvested awards and shall extend the term of this Agreement by the
period of the breach. The commitments made in this Agreement will survive termination of employment with the Company. 

	 	B.	 Governing Law: This Agreement and all the rights, duties and remedies of the parties hereunder shall be governed
by the laws of the state of Ohio. The Company shall have the right to specifically enforce the covenants contained in this Agreement, in addition to any other legal, equitable (including specifically, but not limited to temporary restraining orders
or preliminary or permanent injunctive relief) or other remedies as may be available to the Company for Employee’s breach of any such covenants. 

	 	C.	 Severability: If any provision of this Agreement is declared invalid or unenforceable, such provision shall be
deemed modified to the extent necessary and possible to render it valid and enforceable. 

	 	D.	 Waiver/Modification: No waiver or modification of this Agreement will be valid unless in writing and duly
executed by the party against whom enforcement is sought. Failure of the Company to enforce any provision of this Agreement shall not be construed as a waiver of such provision or of the right of the Company thereafter to enforce each and every
provision. 

	 	E.	 At-Will Nature of Employment: Employee understands that nothing in this
Agreement requires him or her to continue employment with the Company for any particular length of time or requires that the Company continue to employ Employee for any particular length of time. 

	 	F.	 Successors/Assigns: The terms and provisions of this Agreement shall be binding on and inure to the benefit of
the successors and assigns of the Company (including but not limited to any corporate successor of The Company) and Employee’s heirs, executors and personal representatives. As part of this provision, Employee understands and agrees that should
Employee become employed by another entity owned or otherwise affiliated with Fifth Third Bancorp (such as its subsidiaries, divisions or unincorporated affiliates), the obligations of this Agreement follow Employee to such other entity
automatically and without further action, and that entity becomes the “Company” within the meaning of this Agreement. 

	 	G.	 Obligation to Comply With Other Laws: The duties Employee owes the Company under this Agreement shall be deemed
to include federal, state and common law obligations of employees to their employers. This Agreement is intended, amongst other things, to supplement the provisions of state trade secret law and duties Employee owes the Company under common law,
including but not limited to the duty of loyalty, and does not in any way supersede any of the obligations or duties Employee otherwise owe the Company. 

	 	H.	 Obligation to Comply With Other Agreements: This Agreement is in addition to and not in lieu of other non-solicitation, non-disclosure, and non-competition obligations Employee may owe to the Company. 

	 	I.	 Attorney’s Fees: If the Company must enforce any of its rights under this Agreement through legal
proceedings, Employee agrees to reimburse the Company for all reasonable costs, expenses, and attorney’s fees incurred by it in connection with the enforcement of its rights. 

	 	J.	 Injunctive Relief: Employee acknowledges that should Employee violate any of the provisions of this Agreement,
the Company will suffer irreparable harm and not have adequate an adequate remedy at law. Accordingly, Employee agrees that the Company may seek injunctive relief to restrain any such violation, as well as equitable relief, in a court of competent
jurisdiction. 

	 	K.	 Counterparts: This Agreement may be signed in counterparts. 

THE PARTIES HERETO ACKNOWLEDGE THAT THEY HAVE READ THIS AGREEMENT, UNDERSTAND IT, AND AGREE TO BE BOUND BY ITS TERMS. They further acknowledge that they have
exercised due diligence in reviewing this Agreement, and that each has had adequate opportunity to consult with legal counsel or other advisors to the extent that each deemed such consultation necessary.

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