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  "documentTitle": "J.P.Morgan | Shareholder Engagement Presentation Deck | 17 slides",
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      "text": "A Performance, based on the four broad assessment dimensions B Value of the position to the organization and shareholders over time (i.e., \"value of seat\") 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)",
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      "kind": "subtitle",
      "text": "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",
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      "text": "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",
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      "text": "The CMDC aligns compensation with long-term shareholder value using equity compensation with long vesting periods and additional holding periods",
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      "text": "Considerations of ESG-related factors are embedded in the qualitative performance dimensions that comprise responsible leadership, thoughtful governance and sustainability.",
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      "text": "For total compensation (pay level), the CMDC evaluates various pay scenarios in light of the following considerations to inform their judgment:",
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      "text": "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",
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      "text": "Business Principles Strategic Framework ~50% weighting on \"the what\" ~50% weighting on \"the how\" Business Results Risk, Controls & Conduct Client / Customer / Stakeholder Teamwork & Leadership Governance Environmental & Social Human Capital",
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      "text": "Grants based on 2022 performance period CEO NEOs¹ Cash 15% 40% RSUS 0% 30% PSUs 85% 30%",
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      "text": "Post grant vesting and performance periods 2023 2024 2025 2026 2027 50% Payout 50% Payout Performance Period 0% - 150% payout based on ROTCE 2-year hold post-vesting Shares available in 2028",
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      "text": "Total Compensation Fixed Salary • Fixed portion of total pay that enables us to attract and retain talent • Only fixed source of cash compensation Variable Cash Award • 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 RSUs • RSUs serve as a strong retention tool PSUs • 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",
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