J.P.Morgan Shareholder Engagement Presentation Deck
B Executive Compensation
Our disciplined pay for performance framework holistically assesses
performance to determine total compensation and pay mix
1
2
The Firm's Business Principles and strategic framework form the
basis of how OC members determine their annual strategic priorities
against which their performance and compensation are evaluated
-50% weighting
on "the what"
Business Results
A
Performance,
based on the
four broad
assessment
dimensions
Business Principles
Strategic Framework
Risk, Controls &
Conduct
Governance
For additional information and footnotes, please see slide 15
-50% weighting on "the how"
Client Customer /
Stakeholder
B
Value of the
position to the
organization and
shareholders
over time (i.e.,
"value of seat")
Environmental &
Social
Considerations of ESG-related factors are embedded in the
qualitative performance dimensions that comprise responsible
leadership, thoughtful governance and sustainability.
For total compensation (pay level), the CMDC evaluates various
pay scenarios in light of the following considerations to inform
their judgment:
JPMORGAN CHASE & CO.
Teamwork &
Leadership
Human Capital
C
The example
they set for
others by acting
with integrity and
strengthening
the Firm's culture
D
External talent
market (i.e.,
market data)
3
4
Cash
Fixed
Variable
PSUS
Once the CMDC determines total compensation, it then
establishes the appropriate variable pay mix between an annual
cash award and long-term equity, including PSUs and RSUS
Salary
Cash
Award
period
CEO
RSUS
Grants based on
2022 performance
PSUS
The CMDC aligns compensation with long-term shareholder
value using equity compensation with long vesting periods
and additional holding periods
NEOS1
15% 40%
RSUS 0% 30%
Total Compensation
Fixed portion of total pay that enables us to attract and
retain talent
• Only fixed source of cash compensation
• Provides a competitive annual cash award opportunity
• Payout determined and awarded in the year following the
performance year
Represents less than half of variable compensation
85% 30%
• RSUS serve as a strong retention tool
● PSUs reinforce accountability through objective targets
based on absolute and relative ROTCE
● PSU goals are the same for the entire award term
PSU payout of 0-150% is settled in shares
2023
2024
Post grant vesting and
performance periods
2025
50%
50%
Payout Payout
Performance Period
0% - 150% payout based on ROTCE
2026
Our pay-for-performance compensation program is designed to align the long-term interests of our employees with those of our
shareholders by emphasizing sustained value and reinforcing personal accountability
2027
2-year hold post-vesting
Shares available in 2028
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