Science Applications International Corp

For fiscal 2025, we maintained the short-term and long-term performance metrics used over the past several fiscal years. The

short-term plan combines revenue, adjusted EBITDA, and adjusted operating cash flow performance with an individual

leadership multiplier score. The PSUs, which are performance-based RSUs that vest and are settled at the end of a three-year

performance period. The PSUs granted to our executive officers in fiscal 2025 are directly related to the achievement of

cumulative adjusted EBITDA, cumulative adjusted operating cash flow, and relative total shareholder return ("rTSR") over a

three-year period commencing in fiscal 2025. The combination of PSUs and time-based RSUs (vesting over 3 years) provide an

appropriate balance of medium-term and long-term incentives. See the Appendix to this Proxy Statement for a reconciliation as

to how each non-GAAP performance measure is calculated as compared to the most closely comparable GAAP measure.

By aligning significant portions of NEOs’ compensation with profitable growth and operating cash flow, a substantial portion of

total compensation for our NEOs is directly linked to key metrics that we believe drive long-term sustained stockholder returns.

Based on Company performance in fiscal 2025, the calculated payout of the short-term cash portion of annual incentives was

132.3% of target, as discussed in greater detail beginning on page 49. The Committee applied an individual leadership multiplier

score with a range of 0.5 to 1.2 to the calculated annual incentive awards of the Chief Executive Officer and each other NEOs,

based upon an assessment of each executive's relative performance during the year. PSUs granted for the fiscal 2023 through

2025 performance period were earned at 134.2% of target, as discussed in greater detail on page 51.