WEC Energy Group Sets New Performance Metrics for 2026 Executive Incentive Pay

WEC Energy Group Inc. has announced new performance measures for its 2026 annual incentive compensation and performance unit awards. For named executive officers, annual incentives under the Short-Term Performance Plan (STPP) will be based primarily on financial targets, with 75% weight on earnings per share and 25% on cash flow. Awards can be adjusted by up to 10% depending on customer satisfaction, safety, supplier diversity, and workforce development performance. For executives focused on Wisconsin utility operations, the incentive will be determined by 25% earnings per share, 25% cash flow, and 50% aggregate net income of the Wisconsin utility segment, with similar adjustment criteria. For the 2026 Performance Unit Plan, outcomes will be based 55% on total shareholder return relative to a custom peer group and 45% on the weighted average authorized return on equity for all utility subsidiaries. The vesting percentage can be increased by up to 25% if the company’s stock price to earnings ratio outperforms peers, with a maximum vesting cap at 200% of the target award. Disclaimer: This news brief was created by Public Technologies (PUBT) using generative artificial intelligence. While PUBT strives to provide accurate and timely information, this AI-generated content is for informational purposes only and should not be interpreted as financial, investment, or legal advice. WEC Energy Group Inc. published the original content used to generate this news brief via EDGAR, the Electronic Data Gathering, Analysis, and Retrieval system operated by the U.S. Securities and Exchange Commission (Ref. ID: 0000783325-25-000066), on December 05, 2025, and is solely responsible for the information contained therein. © Copyright 2025 - Public Technologies (PUBT) Original Document: here