STIFEL FINANCIAL CORP
For the period ended Jun 9, 2026. Filed Apr 29, 2026.
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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.
Jun 9, 2026 · Filed Apr 29, 2026
Contents
Key Executive Compensation Program Elements
The Committee seeks to utilize a balanced mix of compensation elements to achieve its goals, with total compensation for our executive officers heavily weighted towards variable elements that reward performance. The following table describes each component of our executive compensation program, how it is determined, and the purpose or purposes we believe it accomplishes. “Realized” compensation is paid (or vests) to the executive officer either during or on account of the year and is of fixed realizable value and ordinarily available to the executive officer.“At-Risk” compensation, by contrast, is delayed and subject to future conditions. An executive officer risks losing this compensation on account of these conditions not being met.
| Fixed Compensation & Benefits | ||
|---|---|---|
| Base Salary, Cash | Retirement Plans | Other Benefits |
| Provides a base level of fixed pay. Consistent with our compensation principles, Stifel maintains modest salary levels and provides most of its compensation in the form of variable incentive compensation. Cash base salary for our executive officers has not materially increased in recent years. | 401(k) facilitates tax-advantaged retirement savings Named executive officers participate in the same retirement plans available to employees generally. Profit sharing plan with a match of up to $1,000. | Maintains alignment between named executive officers and other employees by limiting additional perquisites. Benefits provided to named executive officers are generally in line with those available to other employees. Limited executive officer perquisites. |
| Annual Variable Compensation | |||
|---|---|---|---|
| Cash Bonus | Debentures and Restricted Cash | RSUs and RSAs | PRSUs |
| Provides a competitive annual incentive. Aligns executive with shareholder interests in annual performance. | Aligns executive with shareholder interests in annual performance. Encourages retention by vesting over 5 years. | Aligns executive with shareholder interests in both annual performance and subsequent share value growth. RSUs encourage retention by vesting over 5 years. RSAs encourage retention by becoming unrestricted over 5 years, generally on equivalent terms to RSUs. | Aligns executive with shareholder interests in both annual performance and share value growth. Encourages retention by vesting over 5 years. Value depends on achievement of objective, multi-year goals. Performance based: directly tied to achievement of specific goals over a 4-year period. |
| u Varies annually based on Company and individual performance. u Structured to better align total pay with overall Company performance. u Tied to incentive framework, which includes key corporate, strategic and individual performance indications. u Decisions also based on individual goals and performance of business segment. u LTRSUs, which the Committee does not consider a routine part of annual variable compensation, are described on page 43. | |||
| Proxy Statement for the 2026 Annual Meeting of Shareholders | 39 |
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