AMERIPRISE FINANCIAL INC
For the period ended Apr 29, 2026. Filed Mar 20, 2026.
View on SEC.govAbout this filing
What shareholders are asked to vote on at a company's meeting. It is where to find what directors and top executives are paid, and who owns the most shares.
Apr 29, 2026 · Filed Mar 20, 2026
Use the contents to explore the available documents and sections.
Contents
PSU Program
The PSU program is a three-year, cliff-vested compensation program that incentivizes senior leadership to achieve sustained levels of strong financial results, which are directly aligned to the long-term wealth creation of our clients and shareholders. Performance goals are set at the beginning of each three-year period for average return on equity and the earnings per share compound annual growth rate. PSU awards granted in January 2025 (to be paid in February 2028) used the same metrics, leverage, weighting and modifier structure as the 2023-2025 PSU awards with new performance goals set for the period.
2023-2025 PSU Award Earnout (Granted Jan. 2023)
The table below includes the return on equity and earnings per share goals and how they correlate to target and maximum award payouts. Results in between those points are interpolated. Actual performance resulted in the awards being earned at 145% of target before application of the total shareholder return modifier.
| Award Leverage | | Average Return on Equity | | Earnings Per Share CompoundAnnual Growth Rate |
|---|---|---|---|---|
| 2023-2025 Actual (excluding Unlocking) | | 51.9% | | 17.2% |
| Maximum (150%) | | 48.9% or above | | 18.1% or above |
| Target (100%) | | 41.9% | | 14.1% |
| Performance Rating (pre-TSR modifier) | | 150% | | 139% |
The PSU Awards granted in January 2023 (paid in February 2026) have a payout of 145% of target based on return on equity and earnings per share performance, with a total shareholder return modifier of up to 25 percentage points. The total shareholder return modifier will either increase or decrease the leverage for a total maximum payout of 175% of target, if achieved. For each percentile Ameriprise is above or below median of the TSR of the S&P 500 Financials Index, the leverage is increased or decreased by 1 percentage point, with an impact of no more than 25 percentage points. The Company’s total shareholder return performance for the 2023-2025 period ranked 25 out of 59 firms in the S&P 500 Financials index 1 F or 8 percentage points above median, resulting in +8% TSR adjustment and atotal payout of 153%.
Similar to our incentive awards, in evaluating the performance goals at the end of each period, the Compensation and Benefits Committee may positively or negatively adjust for certain approved predefined factors that were unknown or uncontrollable at the time goals were set, including changes in accounting principles, and for equity market performance and interest rates that are outside of pre-established ranges. For the 2023-2025 period, the Committee adjusted for equity market performance and interest rates outside of pre-established ranges, as well as severance and severance program related expenses related to the Company’s business transformation initiatives to improve operational efficiency and effectiveness in 2024. In addition, targets were adjusted for impacts related to the restatement of the Company’s financial statements due to the new required Long-Duration Targeted Improvements (“LDTI”) accounting standard, effective January 1, 2023.
| (1) | Source: Bloomberg – 12/31/2020 to 12/31/2025 |
Ameriprise Financial 2026 Proxy Statement | 57
The text of this filing, as the company filed it with the SEC, without its images or exhibits. This is not investment advice.