DICKS SPORTING GOODS INC

We utilize a combination of objective data along with the Company’s business needs in the compensation decision-making process, and we strive to ensure that our programs are complementary, balance risk, and support both the short- and long-term objectives of the Company.

Roles and Responsibilities

Management’s Compensation Consultant

In 2024, management retained Willis Towers Watson as its compensation consultant. All research for executive compensation conducted by Willis Towers Watson is provided to the Compensation Committee directly by management. The Compensation Committee may work with its own compensation consultant as it deems necessary but generally believes that it is preferable to coordinate with management in working with a consultant to ensure seamless administration of our compensation program.

In fiscal 2024, the aggregate fees paid to Willis Towers Watson for their services in assisting with the determination and recommendation as to the form and amount of director and executive compensation were $120,485, and the aggregate fees for additional services provided to the Company by Willis Towers Watson or its subsidiaries were $75,077. The Compensation Committee evaluated the independence of Willis Towers Watson under applicable NYSE rules, including the services provided and the associated fees paid, and has concluded that Willis Towers Watson was independent and that its engagement did not present any conflicts of interest.

Competitive Market Positioning

Company management engaged Willis Towers Watson to review, analyze and make recommendations with respect to our named executive officer compensation, both as to individual components as well as the comprehensive package. Each pay component utilized by the Company in 2024 was analyzed using publicly available compensation data for peer group companies and broader industry compensation survey data provided by Willis Towers Watson.

As part of its engagement in 2024, Willis Towers Watson conducted a review of the direct compensation components paid to our named executive officers against a specific benchmark retail group, with a focus on base pay, annual performance incentive pay and stock-based compensation. This benchmark retail group, consisting of 16 companies (referred to as the “Retail Peer Group”), was selected based on the following attributes:

npublicly-held retailers, with an emphasis on specialty retailers;

nretailers with annual revenues between approximately one-half and two and one-half times the Company’s annual revenue; and

nretailers with a similar overall business model and/or with which we compete for executive talent.

The Compensation Committee may also include retailers that narrowly miss the quantitative screening criteria but are otherwise strong candidates for inclusion. The Retail Peer Group is reviewed, updated, and approved annually by the Compensation Committee and may change periodically based on each component retailer’s continued satisfaction of our selected attributes, as well as the overall competitive environment for executive talent.

The Retail Peer Group for 2024 compensation recommendations was comprised of the following companies:

• Advanced Auto Parts, Inc., Burlington Stores, Inc., Dollar Tree, Inc., and Kohl’s Corporation were removed from the 2025 Retail Peer Group and were replaced with Best Buy Co., Inc., Starbucks Corporation, The TJX Companies, Inc., CarMax, Inc., and lululemon athletica, inc.