INTEL CORP

2026 Compensation Program Changes

As a result of ongoing dialogue with our stockholders and the Compensation Committee’s regular evaluation of our programs, the committee made a few refinements to the design of our 2026 compensation programs to continue to align compensation to our strategy, strengthen our pay-for-performance linkage and provide further alignment with stockholders’ long-term interests. No changes were made to the Long-Term Equity Incentive Program design for 2026, and the following highlights the refinements made to our Annual Cash Bonus Plan for 2026:

▪Added an operating margin percentage metric to replace the gross margin percentage metric, and removed the operating expense metric;

▪Added Intel Top Priorities, which is designed to streamline the operational goals in our Annual Performance Bonus program and focus on the company’s highest priorities, to replace Intel Top Jobs; and

▪Increased the weight of both financial metrics (revenue and operating margin percentage) to 30% to continue to have the majority of the bonus weighted based on achievement of financial metrics, with Intel Top Priorities weighted 25% and individual performance weighted 15% (other than for the CEO whose bonus will be based on three equally weighted metrics: revenue, operating margin percentage, and Intel Top Priorities).