Airbus // Universal Registration Document 2023

4. Corporate Governance 4.2 Interests of Directors and Principal Executive Officers

II. Behaviour element The CEO behavioural element accounts for 10% of the total Individual Component and refers to the way results have been achieved, which is also critical for long-term success: how the CEO and the Board of Directors work as a team, how the CEO leads the Executive Committee, his communication skills, his appetite for innovation and for driving changes. With his extensive operational knowledge, his global outlook and strong personal values, the CEO has demonstrated throughout the year, despite the various challenges, an exceptionally resilient mind-set and personal skills to successfully lead the Company. For the year 2024, the Board has set the following priorities for the CEO: 1. implement strategy, including but not limited to portfolio optimisation for value creation; 2. execute the product roadmap balancing short term and long term goals; 3. improve our geopolitical resilience in a more fragmented world; 4. be the catalyst for future European aerospace cooperation and Protect and deliver major defence programmes milestones; 5. drive organisational change and develop the leadership team for the future;

6. enable execution on our Digital and Decarbonisation roadmap; 7. oversee and ensure the Commercial Aircraft ramp up and guidance.

d) Long-Term Incentive Plan 2023 Grant

In 2023, under the Company’s LTIP, the Board decided to grant only Performance Shares, and no Performance Units. This applies to the CEO as well as to all beneficiaries of LTIP. The value of the Performance Share award has been capped at 100% of the Base Salary, in line with the current Remuneration Policy as validated by the AGM 2020, which then represents one third of the CEO’s target Total Direct Compensation. The table below gives an overview of the Performance Shares granted to the CEO in 2023 pursuant to the LTIP:

SHARE PLAN: NUMBER OF PERFORMANCE SHARES

Granted in 2023

Vesting dates

Guillaume Faury

11,619

Vesting schedule is made up of 1 tranche expected in May 2027

The grants in 2023 were performed in compliance with the performance measures (average EPS (75%) and cumulative FCF (25%)) described in paragraph 4.2.1.1 item e). As per the current Remuneration Policy, the Performance Shares granted in 2023 will vest in one tranche in May 2027. Vesting Values in 2023 In 2023, the CEO received both cash payments and vested shares in connection with the vesting of 2018 and 2019 LTIP awards: – – cash : the total cash payment to the CEO amounted to €304,862 in 2023; – – shares : in connection with the 2019 LTIP award, the CEO received 2,765 vested shares on 11 May 2023.

252 Airbus Annual Report

Universal Registration Document 2023