Coeur Mining, Inc.
For the period ended May 12, 2026. Filed Apr 1, 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.
May 12, 2026 · Filed Apr 1, 2026
Contents
Our Executive Compensation Program
Our CLD Committee continues to drive strong pay-for-performance alignment in our executive compensation program and ties a substantial portion of executive compensation to the achievement of annual and long-term strategic objectives. As described below, we seek to continuously refine and improve our executive compensation program and practices to ensure consistency with this philosophy.
| What We Do | |
| • Pay for performance with strong alignment of realizable pay to TSR • Proactive stockholder outreach with meaningful compensation program changes made based on feedback• Differentiated metrics across AIP and LTIP• AIP metrics drive stockholder value, with rigorous goals tied to Board-approved budget, key strategic initiatives and safety and environmental objectives • Majority of equity compensation in the form of performance shares with three-year cliff vesting tied to rigorous strategically aligned and value-driving internal performance metrics and relative TSR• Majority of compensation “at-risk” | • Independent compensation consultant • Modest perquisites • “Double trigger” equity acceleration upon a change-in-control • Peer-leading stock ownership guidelines for our directors and executive officers, including 6x base salary for CEO (the guidelines do not count unvested performance shares) • Clawback policy covering both financial restatements and misconduct and applying to annual incentive payouts along with both time-based and performance-based equity awards • Annual stockholder “say on pay” vote • 100% of CEO AIP based on Company goals |
| What We Do Not Do | |
| • No hedging Coeur stock • No pledging Coeur stock• No excise tax gross-ups, tax gross-ups on perquisites or tax gross-ups applicable to change-in-control and severance payments | • No holding Coeur stock in margin accounts • No employment contracts for NEOs other than CEO • No re-pricing of stock options or SARs without stockholder approval• No “single trigger” cash severance based solely upon a change-in-control of the company |
The text of this filing, as the company filed it with the SEC, without its images or exhibits. This is not investment advice.