V F CORP

The fundamental philosophy of our executive compensation programs is to pay for performance through the alignment of our executives’ pay to the achievement of VF’s short- and long-term business strategies.

Our programs are designed to incentivize responsible achievement of multiple operating goals over short-term and long-term periods. In accordance with the compensation principles described above, 91% of our CEO’s total direct compensation in fiscal 2026 was at risk (including payout/vesting tied to performance objectives and/or share price fluctuation). In addition, in fiscal 2026, an average of 82% of total direct compensation for other NEOs was at risk. Under our compensation programs, AIP and LTI are considered at risk because those are performance-based (payouts are dependent on achievement ofpre-established performance goals) and LTI grants may have a reduced value and/or forfeiture in the event of a decrease in our share price. For the purpose of valuing total direct compensation, the performance-based elements are valued at their grant date at target levels. Such awards also provide for above- and below-target payout levels and thereby directly motivate executives to achieve VF’s business goals, reward them for achieving and exceeding these goals and reduce compensation below target levels if goals are not achieved at or above target levels of performance. No awards will be earned if a minimum threshold level of performance is not achieved.