ATLANTIC CITY ELECTRIC CO

Human Capital Management

Exelon’s workforce is critical to advancing energy transformation and achieving sustainable, long‑term growth. As the Company competes for critical capabilities in the marketplace, Exelon must attract, develop, and equip its workforce to meet evolving business and industry needs. Accordingly, Exelon’s human capital management strategy is centered on maintaining and enhancing its reputation as an employer of choice within the energy and utility industry.

Exelon seeks to attract and retain talent by fostering a safe, inclusive, and engaging workplace that offers meaningful work, clearly defined roles, opportunities for professional development, supportive leadership, work‑life balance, and competitive benefits that support employee well‑being across all stages of life.

Exelon’s talent strategy supports the attraction, development, engagement, and advancement of employees across all businesses and functions. The Company deploys a comprehensive recruiting approach to address current and future workforce needs, including workforce development initiatives, annual internship and cooperative education programs, targeted recruiting for specialized and hard‑to‑fill roles, and partnerships with colleges, universities, trade schools, and community organizations.

Exelon invests in employee development through leadership development programs, technical training, and mentoring. Talent growth and internal mobility are supported through performance development, talent review, and succession planning processes. Employees are encouraged to complete annual individual development plans to identify skill‑building opportunities, supported by managers and Exelon’s development offerings.

Exelon’s total rewards programs support its talent strategy by attracting, retaining, and motivating high‑performing employees while reinforcing the Company’s pay‑for‑performance philosophy and supporting employee well‑being. Compensation is designed to be market‑competitive and is informed by benchmarking many positions using external survey data. All employees participate in an annual incentive program that aligns individual performance with business results and supports a high‑performance culture.

Exelon promotes transparency in compensation and performance‑based rewards by providing education, tools, and resources that help leaders and employees understand the Company’s market‑based pay approach and the connection between performance, ratings, and compensation outcomes.

In addition, Exelon offers a comprehensive portfolio of benefit programs that support employees’ emotional, physical, and financial well‑being, enabling employees to perform effectively and supporting overall organizational effectiveness.

The following table shows the total number of employees at each Registrant as of December 31, 2025.

(a)Exelon includes individuals employed by BSC in addition to those employed by ComEd, PECO, BGE, and PHI. Exelon Corporate does not employ any individuals.

(b)PHI includes individuals employed by PHISCO in addition to those employed by Pepco, DPL, and ACE.

Approximately 42% of Exelon’s employees participate in CBAs. The following table presents employee information, including information about CBAs, as of December 31, 2025.

(a)Does not include CBAs that were extended in 2025 while negotiations are ongoing for renewal.

(b)Corporate represents employees employed by BSC or PHISCO.

The table below shows the average turnover rate for all employees for 2023 to 2025.