DEF 14A of Alliant Energy Corp, Apr 2, 2024

DEF 14A of Alliant Energy Corp

Filed Apr 2, 2024 · FY20230000352541-24-000038

Open on EDGAR

  1. NOMINEES FOR DIRECTOR

    NOMINEES FOR DIRECTOR

  2. NOMINEES FOR DIRECTOR

    | | Summary: Ms. Barton brings extensive knowledge of the utility industry to the Board. Ms. Barton has served as President and Chief Executive Officer of Alliant Energy since January 2024. She has served as Chief Executive Officer of IPL and WPL since February 2023. She previously was President and Chief Operating Officer of Alliant Energy from February 2023 to January 2024. Prior to joining Alliant Energy, Ms. Barton served as Executive Vice President and Chief Operating Officer of American Electric Power Company, Inc. (AEP) from January 2021 to November 2022, Executive Vice President — Utilities of AEP from January 2020 to December 2020, and Executive Vice President — Transmission of AEP from 2011 to 2019. Ms. Barton has served on the Board of Directors of Commercial Metals Company, a manufacturer, recycler and marketer of steel and metal products, since 2020. She has been a Director of IPL and WPL since 2024. Skills and Qualifications: strategic leadership; financial acumen/literacy; operations; customer perspective; public policy and regulatory; human capital management; risk management; technology systems; environmental and safety. | | Lisa M. Barton Age: 58 Director since: 2024 Nominated for a term expiring in: 2027 Committee memberships: • Equity Awards | |

  3. NOMINEES FOR DIRECTOR

    | | Summary: Mr. Cortina brings to the Board extensive experience in public policy, compliance, corporate governance, environmental and legal matters. Mr. Cortina has been Executive Vice President, Chief Legal Officer and Secretary of Oshkosh Corporation, a leading innovator of mission-critical vehicles and essential equipment, since February 2023. Mr. Cortina previously served as Executive Vice President, General Counsel and Secretary from 2016 to 2023. He has held various roles of increasing responsibility since joining Oshkosh Corporation in 2003. He has been a Director of IPL and WPL since 2023. Skills and Qualifications: strategic leadership; financial acumen/literacy; public policy and regulatory; human capital management; risk management; environmental and safety. | | Ignacio A. Cortina Age: 52 Director since: 2023 Nominated for a term expiring in: 2026 Committee memberships: • Compensation and Personnel •Operations | |

  4. NOMINEES FOR DIRECTOR

    | | Summary: Ms. Cox brings to our Board more than 30 years of experience in the energy sector leading strategic planning, P&L management, human resources, manufacturing, supply chain and other functional roles for global organizations. Ms. Cox served as Executive President of Operations at John Wood Group PLC (Wood), a global leader in consulting and engineering in energy and materials markets, from October 2020 through July 2022. She also served as Wood’s Chief Executive Officer of Asset Solutions for the Americas from October 2019 to October 2020. Prior to joining Wood, Ms. Cox held multiple executive leadership roles with Schlumberger Limited (SLB), a global technology company that drives energy innovation for a balanced planet, spanning a 28-year career, including President, North America Land Drilling from 2018-2019; Vice President, Human Resources from 2017-2018 and from 2009-2014; President, North America from 2016-2017; President, Asia from 2014-2016; and leadership positions overseeing IT, Human Resources, Manufacturing and Supply Chain. Ms. Cox has served on the Board of Directors of Technip Energies, N.V., an engineering and technology company for the energy transition with shares listed on Euronext Paris, since 2023. She has served as a Director of IPL and WPL since 2023. Skills and Qualifications: strategic leadership; financial acumen/literacy; operations; customer perspective; human capital management; risk management; technology systems; environmental and safety. | | Stephanie L. Cox Age: 55 Director since: 2023 Nominated for a term expiring in: 2027 Committee memberships: • Compensation and Personnel • Operations | |

  5. NOMINEES FOR DIRECTOR

    | | Summary: Mr. Newport brings to our Board broad experience and leadership in finance and operations of a manufacturing company. He served as Chief Executive Officer and a Director of AK Steel Holding Corporation from January 2016 until March 2020, when he retired in connection with the acquisition of AK Steel by Cleveland-Cliffs Inc. Prior to that, Mr. Newport served at AK Steel Holding Corporation as Executive Vice President, Finance and Chief Financial Officer since May 2015, as Senior Vice President, Finance and Chief Financial Officer since May 2014, and as Vice President, Finance and Chief Financial Officer since May 2012. Prior to that, Mr. Newport served in a variety of other leadership positions since joining AK Steel in 1985, including Vice President-Business Planning and Development, Controller and Chief Accounting Officer, Assistant Treasurer, Investor Relations, Manager-Financial Planning and Analysis and Product Manager. Mr. Newport has served on the Board of American Financial Group, Inc., an insurance holding company, since 2024. He has been a Director of IPL and WPL since 2018. Skills and Qualifications: strategic leadership; financial acumen/literacy; operations; customer perspective; public policy and regulatory; human capital management; risk management; technology systems; environmental and safety. | | Roger K. Newport Age: 59 Director since: 2018 Nominated for a term expiring in: 2027 Committee memberships: • Audit • Nominating and Governance | |

  6. NOMINEES FOR DIRECTOR

    | | Summary: Ms. Raymond brings extensive customer-focused marketing experience to our Board. Ms. Raymond has served as Senior Executive Vice President and Chief Marketing Officer at Kohl’s, a leading retailer, since August 2022. In her current role, she is responsible for Kohl’s marketing and customer service organizations, including the overall marketing strategy, brand and creative, media and personalization, credit and loyalty, customer insights and analytics, corporate communications, and philanthropic efforts. Prior to her current role, she was Executive Vice President Customer Engagement, Analytics & Insights from June 2020 to August 2022 and Senior Vice President, Media and Personalization from October 2017 to June 2020 at Kohl’s. Prior to joining Kohl’s, Ms. Raymond served in marketing, new business, and strategic planning leadership roles at The Walt Disney Company, where she had extensive experience with customer analytics and digital marketing, and Aspen Club Technologies. She has been a director of IPL and WPL since 2024. Skills and Qualifications: strategic leadership; financial acumen/literacy; customer perspective; risk management; technology systems. | | Christie Raymond Age: 54 Director since: 2024 Nominated for a term expiring in: 2025 Committee memberships: • Audit • Compensation and Personnel | |

  7. NOMINEES FOR DIRECTOR

    | | Summary: Ms. Sanders is our Lead Independent Director and brings valuable leadership and insights as an experienced leader of our Board. Ms. Sanders has been the President of Carol P. Sanders Consulting LLC since 2015, a business consulting firm serving insurance and technology clients. She served as the Executive Vice President, Chief Financial Officer and Treasurer of Sentry Insurance, a Mutual Company, located in Stevens Point, Wisconsin from 2013 to 2015. Previously, she served as the Executive Vice President and Chief Operating Officer of Jewelers Mutual Insurance Company from 2012 until 2013, where she also served as Senior Vice President, Chief Financial Officer and Treasurer from 2011 until 2012 and as Chief Financial Officer from 2004 until 2011. Before that, Ms. Sanders served as Controller and Assistant Treasurer of Sentry Insurance from 2001 to 2004. She has served on the Boards of Directors of RenaissanceRE Holdings Ltd., a global provider of reinsurance and insurance since 2016, and First Business Financial Services, Inc., a Wisconsin-based bank holding company since 2016. She has served as a Director of IPL and WPL since 2005. Skills and Qualifications: strategic leadership; financial acumen/literacy; operations; public policy and regulatory; human capital management; risk management; technology systems. | | Carol P. Sanders Age: 57 Director since: 2005 Nominated for a term expiring in: 2027 Lead Independent Director Committee memberships: • Audit • Executive • Nominating and Governance (Chair) | |

  8. CONTINUING DIRECTORS

    CONTINUING DIRECTORS

  9. CONTINUING DIRECTORS

    | | Summary: Mr. Allen brings to our Board extensive experience in financial leadership. Mr. Allen served as Chief Financial Officer at Collins Aerospace since 2018 prior to retiring in 2020. He served as Senior Vice President and Chief Financial Officer at Rockwell Collins, Inc. in Cedar Rapids, Iowa, leading the company’s finance activities, including financial planning, accounting, treasury, audit, and tax from 2005 to 2018. Mr. Allen previously served in various financial officer positions at Rockwell Collins and its subsidiaries since 2001. Before joining Rockwell Collins, he served in various roles at Rockwell International, including Vice President and Treasurer, Vice President of Financial Planning, and Assistant Controller. Prior to that, he worked as an auditor at Deloitte & Touche and has passed the certified public accountancy examination. Mr. Allen has served on the Board of Triumph Group, Inc., an aerospace company, since 2023. Mr. Allen has been a Director of IPL and WPL since 2011. Skills and Qualifications: strategic leadership; financial acumen/literacy; public policy and regulatory; human capital management; risk management; technology systems; environmental and safety. | | Patrick E. Allen Age: 59 Director since: 2011 Term expires in: 2026 Committee memberships: • Compensation and Personnel (Chair) • Executive • Nominating and Governance | |

  10. CONTINUING DIRECTORS

    | | Summary: Ms. Falotico brings to our Board more than 33 years’ experience across a diverse set of areas including business leadership, corporate governance, strategic planning, regulatory banking, marketing and sales, enterprise risk management, global operations and business transformations. Ms. Falotico served as President of Lincoln Motor Company from March 2018 until she retired in December 2022. She also served as Ford Motor Company’s Chief Marketing Officer from March 2018 until January 2021 and was a Group Vice President of Ford Motor Company since 2016. Ms. Falotico was named an Executive Vice President of Ford Motor Credit Company, a leading global automotive financial services provider, in 2012. In 2016 she was named Chief Operating Officer and moved rapidly into the role of Chair and CEO, serving as CEO until 2018 and Chair until 2019. She served as a Director of Ford Motor Credit Company until 2022. She has been a Director of IPL and WPL since 2021. Skills and Qualifications: strategic leadership; financial acumen/literacy; operations; customer perspective; public policy and regulatory; human capital management; risk management; technology systems; environmental and safety. | | N. Joy Falotico Age: 56 Director since: 2021 Term expires in: 2025 Committee memberships: • Audit (Chair) • Executive • Operations | |

  11. CONTINUING DIRECTORS

    | | Summary: Mr. Garcia brings to our Board extensive operational leadership in heavy industrial industries. Mr. Garcia has been the Chief Executive Officer with Algoma Steel Group Inc., since June 2022. Mr. Garcia was President of the Pulp and Paper Division of Domtar Corporation from April 2014 to January 2021. Prior to joining Domtar, Mr. Garcia was the Chief Executive Officer at EVRAZ Highveld Steel & Vanadium Co., in South Africa. Mr. Garcia has more than 25 years of international management experience in paper, steel, and aluminum manufacturing and marketing. Mr. Garcia has served on the Board of Directors of Algoma Steel Group Inc., since June 2022. He has been a Director of IPL and WPL since 2020. Skills and Qualifications: strategic leadership; financial acumen/literacy; operations; customer perspective; public policy and regulatory; human capital management; risk management; technology systems; environmental and safety. | | Michael D. Garcia Age: 59 Director since: 2020 Term expires in: 2026 Committee memberships: • Compensation and Personnel • Executive • Operations (Chair) | |

  12. CONTINUING DIRECTORS

    | | Summary: Mr. Larsen brings to our Board an extensive knowledge of the utility business and his tenure with the Company in strategic leadership positions. He currently serves as Executive Chairman and Chairman of the Board of Alliant Energy, IPL and WPL. He served as Chairman and Chief Executive Officer of Alliant Energy from February 2023 to January 2024 and Chairman, President and Chief Executive Officer from July 2019 to February 2023. He served as Chairman of the Board of IPL and WPL from February 2023 to January 2024 and as Chief Executive Officer of IPL and WPL from January 2019 to February 2023. Mr. Larsen previously served as President and Chief Operating Officer of Alliant Energy since January 2019, President of Alliant Energy since January 2018, Senior Vice President of Alliant Energy from 2014 to 2017, Senior Vice President of IPL from 2014 to 2018, and as Senior Vice President-Generation of Alliant Energy and IPL from 2010 to 2014. He served as President of WPL from 2010 to 2018. Mr. Larsen joined Alliant Energy in 1988 as an engineer and held engineering, energy delivery and generation roles of increasing importance with the Company. He has been a Director of IPL and WPL since 2019. Skills and Qualifications: strategic leadership; financial acumen/literacy; operations; customer perspective; public policy and regulatory; human capital management; risk management; technology systems; environmental and safety. | | John O. Larsen Age: 60 Director since: 2019 Term expires in: 2025 Executive Chairman Chairman of the Board Committee memberships: • Executive (non-voting Chair) | |

  13. CONTINUING DIRECTORS

    | | Summary: Mr. O’Toole brings to our Board his strong experience in revenue strategy, customer strategy, data-driven business and digital commerce. Since 2023, Mr. O’Toole has been Associate Dean, Executive Programs and Clinical Professor of Marketing at the Kellogg School of Management of Northwestern University. From 2020 to 2023, Mr. O'Toole was Associate Dean, Executive Education and Clinical Professor of Marketing at Kellogg. From 2018 to 2020, Mr. O’Toole was the Executive Director of the Program for Data Analytics and Clinical Professor of Marketing at Kellogg. From 2016 to 2018, he was Senior Fellow and Clinical Professor of Marketing at Kellogg. He is the principal of O’Toole Associates, LLC, through which he serves as a Senior Advisor with McKinsey & Co., a global management consulting firm. Until his retirement in late 2016, Mr. O’Toole was Chief Marketing Officer and Senior Vice President of United Airlines and President, MileagePlus of United Continental Holdings, Inc., a global air carrier. He joined United in 2010 as Chief Marketing Officer and Senior Vice President and held positions with United as Senior Vice President, Marketing and Loyalty and President, MileagePlus from 2012 to 2014, Chief Operating Officer, MileagePlus from 2010 to 2012, and Chief Marketing Officer in 2010. Before joining United, Mr. O’Toole held leadership roles for over 13 years with Hyatt Hotels Corporation, including as Chief Marketing Officer and Chief Information Officer. He served on the Boards of Directors of LSC Communications, Inc., a print, print-related services and office products company, from 2016 to 2021, and Extended Stay America Inc., a hotel owner and operator, from 2017 to 2021. He has served as a Director of IPL and WPL since 2015. Skills and Qualifications: strategic leadership; financial acumen/literacy; operations; customer perspective; technology systems. | | Thomas F. O’Toole Age: 66 Director since: 2015 Term expires in: 2025 Committee memberships: • Nominating and Governance • Operations | |

  14. DIRECTOR COMPENSATION

    DIRECTOR COMPENSATION

  15. 2023 DIRECTOR COMPENSATION

    2023 DIRECTOR COMPENSATION The following table summarizes the compensation paid to or earned by our non-employee directors during 2023.

  16. 2023 DIRECTOR COMPENSATION

    | Name(1) | Fees Earned or Paid in Cash ($)(2) | Change in Pension Value and Non-qualified Deferred Compensation Earnings ($)(3) | All Other Compensation ($)(4) | Total ($) | | Patrick E. Allen | $290,000 | $0 | $0 | $290,000 | | Ignacio A. Cortina | $135,000 | $0 | $0 | $135,000 | | Stephanie L. Cox | $270,000 | $0 | $0 | $270,000 | | N. Joy Falotico | $282,500 | $0 | $0 | $282,500 | | Michael D. Garcia | $277,500 | $0 | $0 | $277,500 | | Singleton B McAllister | $135,000 | $363 | $3,500 | $138,863 | | Roger K. Newport | $282,500 | $0 | $3,500 | $286,000 | | Dean C. Oestreich | $67,500 | $6,609 | $0 | $74,109 | | Thomas F. O'Toole | $277,500 | $1,297 | $0 | $278,797 | | Carol P. Sanders | $320,000 | $5,877 | $0 | $325,877 | | Susan D. Whiting | $206,250 | $0 | $3,500 | $209,750 |

  17. 2023 DIRECTOR COMPENSATION

    (1) Mr. Larsen is also an employee of the Company and received no additional compensation for his service on our Board of Directors and therefore is not included in this table. Ms. Barton is also an employee of the Company but did not serve on the Board in 2023 and is therefore not included in this table. Compensation received by Mr. Larsen and Ms. Barton for 2023 is shown in the Summary Compensation Table. Mr. Oestreich served on the Board until February 2023, Ms. McAllister served on the Board until May 2023 and Ms. Whiting served on the Board until July 2023. Mr. Cortina was appointed to the Board in July 2023. Ms. Raymond did not serve on the Board in 2023 and is therefore not included in this table. (2) The amounts shown in this column include the following aggregate dollar amounts deferred and the corresponding number of shares of common stock credited in our Alliant Energy Deferred Compensation Plan Company Stock Account by each of the following directors:

  18. 2023 DIRECTOR COMPENSATION

    | Name | Aggregate Dollar Amounts Deferred | Number of Shares of Common Stock Credited | | Stephanie L. Cox | $270,000 | 5,083 | | N. Joy Falotico | $240,125 | 4,518 | | Michael D. Garcia | $194,250 | 3,655 | | Roger K. Newport | $211,875 | 3,979 | | Thomas F. O'Toole | $138,750 | 2,605 | | Susan D. Whiting | $203,250 | 3,732 |

  19. 2023 DIRECTOR COMPENSATION

    (3) The amounts shown in this column represent above-market interest on non-qualified deferred compensation. (4) The amounts in this column include payments made to charities through the Alliant Energy matching gift program. Infrequently, spouses and guests of directors accompany the directors on a corporate aircraft when the aircraft is already going to a specific destination for a business purpose at no aggregate incremental cost to the Company. No such travel occurred in 2023.

  20. DIRECTOR COMPENSATION

    DIRECTOR COMPENSATION

  21. INTRODUCTION

    INTRODUCTION Our purpose at Alliant Energy is to serve customers and build strong communities. Our purpose is supported by our strategy and values, and our strategy is focused on meeting the evolving expectations of customers while providing an attractive return for investors. Our purpose-driven strategy is focused on our customers and includes providing affordable energy solutions, making customer-focused investments and growing customer demand. Our executive compensation program is guided by our purpose and values and is designed to promote our strategy. It does so by providing market-based pay and rewarding achievement related to our customer-focused strategy. The principles and components of our compensation program are regularly reviewed by our Compensation and Personnel Committee, our Chief Executive Officer and the Compensation and Personnel Committee’s independent compensation consultant to ensure that they meet the objectives of the program.

  22. INTRODUCTION

    | Our named executive officers for 2023 were (with positions held as of 2023 fiscal year end): | | | 1. | John O. Larsen: Chief Executive Officer of Alliant Energy; Board Chair of Alliant Energy, IPL and WPL | | 2. | Lisa M. Barton: President and Chief Operating Officer of Alliant Energy; Chief Executive Officer of IPL and WPL | | 3. | Robert J. Durian: Executive Vice President and Chief Financial Officer | | 4. | Raja Sundararajan: Executive Vice President | | 5. | David A. de Leon: Senior Vice President; President of WPL | | 6. | Terry L. Kouba: Senior Vice President; President of IPL |

  23. INTRODUCTION

    Mr. Larsen served as Board Chair, President and Chief Executive Officer (CEO) of Alliant Energy and Board Chair and CEO of IPL and WPL until February 27, 2023. On February 27, 2023, Mr. Larsen became Board Chair and CEO of Alliant Energy and Board Chair of IPL and WPL. Effective January 1, 2024, Mr. Larsen was succeeded as CEO of Alliant Energy by Ms. Barton and Mr. Larsen became Executive Chairman and Chairman of the Board of Alliant Energy. Ms. Barton joined the Company as President and Chief Operating Officer (COO) of Alliant Energy and CEO of IPL and WPL on February 27, 2023. She was named President and CEO of Alliant Energy effective January 1, 2024. Mr. Sundararajan joined the Company on June 12, 2023. Six named executive officers are included for IPL and WPL as Mr. Larsen and Ms. Barton both served as CEO of IPL and WPL during 2023. Unless otherwise noted, this Compensation Discussion and Analysis considers Mr. Larsen’s position as CEO because he was CEO of Alliant Energy for all of fiscal 2023 and considers Ms. Barton’s position as President and COO of Alliant Energy.

  24. HOW WE DETERMINE EXECUTIVE COMPENSATION

    HOW WE DETERMINE EXECUTIVE COMPENSATION Our compensation vision is to provide compensation programs that promote the achievement of our customer-focused strategy, align executives’ and employees’ interests with the success of the Company, and provide competitive compensation opportunities to attract, retain and motivate a highly talented executive team and workforce. Our philosophy is to design compensation programs that drive high performance and reward that performance competitively within our industry. We believe that everyone should clearly understand their compensation and how it connects to individual and shareowner value. The objectives for our executive compensation program are as follows: • Reward Strong Performance: motivate and reward executives to contribute to the achievement of our business objectives by aligning pay and performance through variable at-risk compensation • Align Executives’ and Shareowners’ Interests: align executive officers’ interests with those of our shareowners by delivering a significant proportion of total compensation through equity, tying a significant portion of our long-term incentive pay directly to relative total shareowner return and net income growth, tying annual incentive compensation to meeting earnings per share targets and to targets that measure the customer experience, emissions reductions, diversity and safety, and requiring executives to own Alliant Energy stock • Maintain Consistency: drive sustainable performance and improvement by maintaining an appropriate level of executive compensation design consistency • Provide Competitive Compensation Opportunities: attract and retain the best possible personnel through competitive compensation that is comparable to that of similar companies but driving what is right for our strategy and stakeholders These compensation practices help us achieve our program objectives: • Incentive-Based At-Risk Compensation: a substantial portion of our executive officers’ compensation is based on achievement of financial and operational performance goals, with long-term equity-based awards delivering a majority of the incentive-based pay • Equity Ownership: long-term incentive awards settle in stock, which, combined with our share ownership requirement, promotes executive officer ownership of our common stock • Minimize Systemic Risk-Taking: compensation programs are developed to properly mitigate unintended risk-taking, providing a mix of long-term and short-term compensation and using multiple performance criteria to determine awards • Market Compensation: total aggregate compensation levels are reviewed against market compensation levels to ensure that we provide a pay opportunity competitive with the market median • Access to Retirement Programs: executive officers have access to retirement plans commonly in use among comparable companies, including deferred compensation plans, certain non-qualified retirement plans and 401(k) savings plans The Compensation and Personnel Committee considers these objectives and practices in its regular reviews of the executive compensation program.

  25. Short-Term (Annual) Incentive Pay

    Short-Term (Annual) Incentive Pay Executive officers participate in the Executive Short-Term Incentive Pay (EXSTIP) Plan that provides the opportunity for annual cash payments tied directly to the achievement of key financial goals and operational goals related to the customer experience, emissions reductions, diversity and safety. The Compensation and Personnel Committee sets Company and individual goals guided by our purpose, our values and our strategic plan. The Company goals balance financial and operational objectives to drive value for both our shareowners and customers. The Company goals for 2023, their weightings, and our performance compared to those goals are shown below.

  26. Short-Term (Annual) Incentive Pay

    | Goal | Target Percentage of Performance Pool | Target | Actual | Percentage Payment Toward Performance Pool | | Consolidated EPS from Continuing Operations (EPS) | 70% | EPS:(1) Threshold: $2.73 Target: $2.91 Maximum: $3.03 | $2.82 | 52.5% | | Customer Experience | 5% | Customer Interaction Survey: Threshold: 8.07 Target: 8.47 Maximum: 8.67 | 8.61 | 8.5% | | | 5% | SAIDI: Threshold: 90% Target: 100% Maximum: 115% | 127% | 10% | | | 5% | SAIFl: Threshold: 90% Target: 100% Maximum: 115% | 120% | 10.0% | | Environmental | 5% | Annual Progress Towards Long-Term Emission Reduction Goal: Threshold: 38% Target: 44% Maximum: 49% | 38% | 2.5% | | Diversity, Equity and Inclusion | 5% | Creating a Culture of Inclusivity and Belonging: Threshold: 10 Target: 20 Maximum: 30 | 10 | 2.5% | | Safety | 2.5% | Total Recordable Incident Rate Reduction: Threshold: 5% Target: 15% Maximum: 25% | (17)% | —% | | | 2.5% | Lost Time Incident Rate Reduction: Threshold: 5% Target: 15% Maximum: 25% | 27% | 5.0% | | TOTAL | 100.0% | | | 91% |

  27. Short-Term (Annual) Incentive Pay

    (1)2023 GAAP EPS from consolidated earnings from continuing operations was $2.78. Adjusted EPS in 2023 excluded $0.04 per share of charges related to remeasurement of deferred tax assets due to Iowa state income tax rate changes for non-utility and parent companies. The Compensation and Personnel Committee approved earnings per share as the financial goal to reward earnings growth. This aligns with our strategy and rewards meeting the expectations of our shareowners. Operational goals related to customer experience, environment, diversity and safety reflect our corporate purpose and values. The customer experience goals are linked to our customer-focused strategy and guided by our purpose to offer superior service to our customers. The customer interaction target measures our efforts to create a simple, personalized experience for our customers by soliciting feedback after customer interactions and averaging the feedback responses. The System Average Interruption Duration Index (SAIDI) measures outage duration and the System Average Interruption Frequency Index (SAIFI) measures outage frequency. Both of these goals measure our current year reliability compared to our 10-year historical average. Other operational goals are linked to our strategy and include emissions reductions, diversity, equity and inclusion, and safety. The emissions reduction goal emphasizes our commitment to clean energy and rewards annual progress toward the Company’s long-term aspiration of a 50% reduction in CO2 emissions by 2030 from 2005 levels. Our diversity goals support and reward an inclusive culture. They measure our achievement on three metrics that we believe are important in creating a culture of inclusivity and belonging. Each component is worth ten points and is measured on a pass/fail scale. The components include: developing and advancing diverse talent in succession pools for director and above positions, prevalence of female and people of color promotions, and diverse candidate slates for salaried roles filled externally. Our safety goals measure our most important value - safety. They reward reductions in injuries compared to our three-year average and reductions in lost-time incidents compared to last year. Each performance goal is measured independently of other goals. Company performance compared to the goals was 91% as shown in the chart above. The maximum amount payable for Company performance is capped at 200% of target. Individual performance goals are set to drive an individual’s contribution to our strategic business imperatives. The goals can be both qualitative and quantitative and can vary for each executive officer. The Compensation and Personnel Committee may use individual performance to modify the amount of an incentive award earned by an executive officer. For 2023, the committee did not modify the awards of any named executive officer based on individual performance, and all payouts to the named executive officers for 2023 were calculated based on achievement of the Company goals shown above. Each target payout percentage under the EXSTIP Plan is set by the Compensation and Personnel Committee based on survey data, experience in a position, strategic importance and individual responsibilities. Target payouts as a percentage of base salary for 2023 are set forth below. They reflect a slight increase from 2022 due to efforts to keep total targeted compensation in line with market. Ms. Barton and Mr. Sundararajan joined the Company in 2023.

  28. Short-Term (Annual) Incentive Pay

    | Named Executive Officer | EXSTIP Plan Target Payout as a Percentage of 2023 Base Salary | | John O. Larsen | 140% | | Lisa M. Barton | 85% | | Robert J. Durian | 80% | | Raja Sundararajan | 75% | | David A. de Leon | 65% | | Terry L. Kouba | 65% |

  29. Short-Term (Annual) Incentive Pay

    Amounts earned in 2023 under the EXSTIP Plan are provided in the Non-Equity Incentive Plan Compensation column of the Summary Compensation Table.

  30. Long-Term Equity Awards

    Long-Term Equity Awards We award long-term equity compensation to focus our executive officers on building shareowner value, to retain management personnel, to encourage sustained performance on key metrics, and to align management interests with shareowner interests and customer interests over a multi-year period. In 2023, we granted long-term awards under our 2020 Omnibus Incentive Plan to our named executive officers as shown below.

  31. Long-Term Equity Awards

    | Award Type | Portion of Long-Term Target Award | Performance Metric | Payout Range as a Percentage of Target | Settlement | | Performance Shares | 35% | Relative Total Shareowner Return | 0-200% | Shares | | Performance Restricted Stock Units - Net Income | 35% | Cumulative Net Income Growth | 0-200% | Shares | | Performance Restricted Stock Units - DEI | 5% | Diversity Metrics | 0-200% | Shares | | Restricted Stock Units | 25% | Time-vesting | 100% | Shares |

  32. Long-Term Equity Awards

    As shown above, 75% of the target long-term equity awards granted to our named executive officers are performance-based, payable only if minimum threshold goals are met. All outstanding long-term equity awards are settled in shares of our common stock which increases equity ownership by our executives to better align executives’ and shareowners’ interests. Performance shares reward total shareowner return relative to our performance peer utility companies in the Edison Electric Institute (EEI) Stock Index over a three-year performance period. Performance restricted stock units separately reward absolute net income growth and achievement of diversity in our workforce. Performance shares and performance restricted stock units are forfeited if threshold results are not achieved during the applicable performance period. Service-based restricted stock units, which represent a minority of our total long-term incentive, vest in a single installment based on continued service over three years. These awards enhance retention of management personnel and align our executive officers’ long-term financial interests to the experience of our shareowners. These long-term equity awards are forfeited if the executive officer voluntarily leaves the Company (other than for retirement) or is terminated for cause during the time-vesting period. Currently, we do not issue stock options, do not have any outstanding stock options and do not anticipate issuing stock options. 2023 target long-term incentive grant values as a percentage of base salary are set forth below.

  33. Long-Term Equity Awards

    | Named Executive Officer | 2023 Target Long-Term Equity Grant Value as a Percentage of Base Salary | | John O. Larsen | 450% | | Lisa M. Barton | 300% | | Robert J. Durian | 230% | | Raja Sundararajan | 170% | | David A. de Leon | 105% | | Terry L. Kouba | 105% |

  34. Long-Term Equity Awards

    The target long-term incentive grant values reflect increases from 2022 for our executive officers due to efforts to keep total targeted compensation in line with market. Ms. Barton and Mr. Sundararajan joined the Company in 2023. The Compensation and Personnel Committee considers survey data, experience in a position, strategic importance, individual responsibilities and the competitiveness of the total compensation package when setting long-term incentive opportunities. The target dollar value of the long-term equity awards is determined prior to the grant date, and we grant the number of target units necessary to approximate that dollar value based on the fair market value of our share price on the grant date. The target units are allocated among the four different types of awards as set forth in the table above.

  35. Performance Shares

    Performance Shares Performance shares are intended to reward Company performance relative to our peers in the EEI Stock Index. Vesting of the performance shares granted in 2023 is based on our relative total shareowner return over the three-year performance period that runs from January 1, 2023 through December 31, 2025 as follows:

  36. Performance Shares

    | Three-Year Total Shareowner Return Relative To EEI Stock Index | Percentage of Target Value Payout | | 90th percentile or greater | 200% | | 80th percentile | 175% | | 70th percentile | 150% | | 60th percentile | 125% | | 50th percentile | 100% | | 45th percentile | 75% | | 40th percentile | 50% | | Below 40th percentile | 0% |

  37. Performance Shares

    The total shareowner return calculation represents the cumulative return for the three-year performance period reflecting price appreciation and reinvested dividend payments. Performance shares pay at target if our relative total shareowner return over three years is equal to the median performance of a specific peer group selected by the Compensation and Personnel Committee. Consistent with prior years, the committee selected the EEI Stock Index as the peer group for the 2023 grants of performance shares. We believe the comparison to the EEI Stock Index appropriately assesses our performance relative to other publicly traded utilities. Performance share payouts are capped at 200% of the target payout. Any dividend equivalents credited on performance shares are treated as reinvested, but are not payable to the participant unless the performance target is met and vesting is completed. Performance shares have double-trigger acceleration upon a change in control. Upon a change in control, the outstanding awards vest at target and are valued based on the share prices on the date immediately preceding the change in control date. The awards are paid at the end of the three-year performance period provided the executive is still employed by the Company or had a qualifying termination event. The total shareowner return for the 2021 performance share grant (performance period ended on December 31, 2023) ranked at the 44th percentile relative to the peer group. As a result, our named executive officers earned 70% of the target award for the 2021-2023 performance period. Additional information about the performance share payouts for the 2021-2023 performance period is provided in the 2023 Option Exercises and Stock Vested table. The EEI Stock Index, which we use only to measure relative performance for our performance shares, was composed of the following companies as of December 31, 2023:

  38. Performance Shares

    | ALLETE, Inc. | Entergy Corporation | Otter Tail Corporation | | Ameren Corporation | Evergy, Inc. | PG&E Corporation | | American Electric Power Company, Inc. | Eversource Energy | Pinnacle West Capital Corporation | | Avangrid, Inc. | Exelon Corporation | PNM Resources, Inc. | | Avista Corporation | FirstEnergy Corp. | Portland General Electric Company | | Black Hills Corporation | Hawaiian Electric Industries, Inc. | PPL Corporation | | CenterPoint Energy, Inc. | IDACORP, Inc. | Public Service Enterprise Group | | CMS Energy Corporation | MDU Resources Group Inc. | Sempra Energy | | Consolidated Edison, Inc. | MGE Energy, Inc. | Southern Company | | Dominion Energy Inc. | NextEra Energy, Inc. | Unitil Corporation | | DTE Energy Company | NiSource Inc. | WEC Energy Group, Inc. | | Duke Energy Corporation | NorthWestern Corporation | Xcel Energy, Inc. | | Edison International | OGE Energy Corp. | |

  39. Restricted Stock Units - Performance and Service-Based

    Restricted Stock Units - Performance and Service-Based In 2023, the Compensation and Personnel Committee granted three types of restricted stock units that each vest over a three-year period that runs from January 1, 2023 through December 31, 2025. These grants are allocated between performance-based restricted stock units that vest based on pre-established net income and diversity metrics and service-based restricted stock units that vest based on continued employment. Any dividend equivalents credited on restricted stock units, whether performance-based or service-based, are treated as reinvested, but are not payable to the participant unless the performance target or service requirement, as applicable, is met and vesting is completed. Restricted stock units have double-trigger acceleration upon a change in control. Upon a change in control, the outstanding awards vest at target and are valued based on the Company’s stock price as of the trading day immediately preceding the change in control date. The awards are paid at the end of the three-year vesting period provided the executive is still employed by the Company or had a qualifying termination event.

  40. Performance Restricted Stock Units - Net Income

    Performance Restricted Stock Units - Net Income Performance restricted stock units based on a net income metric are intended to reward absolute long-term growth in our profitability. Vesting of the performance restricted stock units granted in 2023 is based on achieving a cumulative net income growth target over the three-year performance period as follows:

  41. Performance Restricted Stock Units - Net Income

    | Three-Year Cumulative Consolidated Net Income from Continuing Operations Growth | Percentage of Target Value Payout | | 7.5% | 200% | | 6.5% | 150% | | 5.5% | 100% | | 4% | 50% | | Below 4% | 0% |

  42. Performance Restricted Stock Units - Net Income

    Vesting at target requires 5.5% compounded annual growth, which is based on the successful and timely execution of our strategic plan. The target is calculated based on achieving a cumulative consolidated net income target over the performance period, excluding certain items as permitted by the equity plan under which the performance restricted stock units were granted, such as charges for reorganizing and restructuring, discontinued operations, asset write-downs, gains or losses on the disposition of an asset or business, mergers, acquisitions or dispositions and unusual or non-recurring items of gain or loss, in each case, as identified in the Company’s audited financial statements or periodic reports. Performance restricted stock units granted in 2023 will vest at target if our cumulative consolidated net income from continuing operations over the performance period totals $2,328.5 million. Performance restricted stock units granted in 2021 (performance period ended on December 31, 2023) had a net income target calculated based on achieving a cumulative consolidated net income from continuing operations over the performance period equated to a compounded annual growth rate of 5.5%, excluding certain items described above as permitted by the 2020 Omnibus Incentive Plan. Cumulative consolidated net income for the performance period ended December 31, 2023 was $2.0728 billion, which represented 7.4% three-year compounded annual growth of consolidated net income from continuing operations. As a result, our named executive officers earned 196% of the target award for the 2021-2023 performance period. Additional information about the payout of the performance restricted stock units for the 2021-2023 performance period is provided in the 2023 Option Exercises and Stock Vested table.

  43. Performance Restricted Stock Units - Diversity

    Performance Restricted Stock Units - Diversity Performance restricted stock units based on DEI metrics are intended to reward successful implementation of our diversity efforts over time. Diversity performance restricted stock units were granted for the first time in 2022. Vesting of the performance restricted stock units granted in 2023 is based on achieving a specified level of representation of women and people of color in our workforce at the end of the three-year performance period as follows:

  44. Performance Restricted Stock Units - Diversity

    | Women | | People of Color | | | Percent of Workforce | Percentage of Target Value Payout | Percent of Workforce | Percentage of Target Value Payout | | 25.20% | 50% | 7.50% | 50% | | 25.50% | 100% | 8.00% | 100% | | 25.75% | 150% | 8.25% | 150% | | 26.00% | 200% | 8.50% | 200% |

  45. Performance Restricted Stock Units - Diversity

    Vesting at target requires growth in underrepresented populations in our workforce. These targets reward sustained progress toward the Company’s aspiration to have a workforce that reflects the demographics of the labor force in the communities we serve. Performance restricted stock units granted in 2023 will vest at target if women represent 25.5% of our workforce and people of color represent 8.0% of our workforce at the end of the performance period. Each target is equally weighted and measured independently. Performance restricted stock unit payouts are capped at 200% of the target payout.

  46. Service-based Restricted Stock Units

    Service-based Restricted Stock Units Service-based restricted stock units are time-vesting awards for which forfeiture restrictions lapse in a single installment after three years, subject to continuous employment. Additional information about the restricted stock unit payouts for the 2021-2023 vesting period is provided in the 2023 Option Exercises and Stock Vested table.

  47. Retirement and Other Benefits

    | Benefit | Description | | Alliant Energy Deferred Compensation Plan (AEDCP)(1) | Enables participants to defer up to 100% of base salary and annual incentive pay on a pre-tax basis and to receive earnings or incur losses on the deferrals until the date of distribution. The shares of Alliant Energy common stock identified as obligations under the AEDCP are held in a rabbi trust. | | Alliant Energy Cash Balance Pension Plan(2) | Offers flexible payment options and steady growth of retirement funds. The Cash Balance Pension Plan was frozen for participants effective August 2, 2008. Employees hired after December 25, 2005 are not eligible to participate. | | Alliant Energy Corporation 401(k) Savings Plan | Provides for a match of $0.50 on each dollar for the first 8% of compensation contributed to the 401(k) Savings Plan account by the participants up to the IRS maximum. In addition, we contribute a percentage of participants’ salaries to their 401(k) accounts. The amount of the Company contribution ranges from 4% to 6% of a participant’s salary, depending on the participant’s age and number of years of service at the Company. | | Alliant Energy Excess Retirement Plan(2) | Provides the benefit that the participants would have earned under the Cash Balance Pension Plan and the 401(k) Savings Plan but for statutory limitations on employer-provided benefits imposed on those tax-qualified plans and accruals earned on their deferrals into the AEDCP. | | Alliant Energy Supplemental Retirement Plan (SRP)(2) | Generally provides retirement compensation in addition to the benefits provided by the Cash Balance Pension Plan and the 401(k) Savings Plan, which are limited by the Internal Revenue Code of 1986 (tax code), and the Alliant Energy Excess Retirement Plan. Generally payable only if the executive remains with us until retirement, disability or death. We do not anticipate providing SRP benefits to executives hired or promoted in 2013 or thereafter. |

  48. Leadership Transition

    Leadership Transition In 2023, Ms. Barton was provided with a cash signing bonus of $1.7 million when she was appointed President and COO of Alliant Energy and CEO of IPL and WPL. This bonus was provided in consideration of relocation costs, any foregone compensation from her previous employer, and was important to our successful recruitment of Ms. Barton in a competitive market for top talent in our industry. The signing bonus is subject to repayment terms in the event that Ms. Barton terminates her employment within three years of joining the Company. Effective January 1, 2024, Ms. Barton was elected President and CEO of Alliant Energy and Mr. Larsen was elected Executive Chairman of the Company. The Compensation and Personnel Committee followed the process for setting compensation outlined below to set the 2024 compensation of Ms. Barton and Mr. Larsen. In connection with Ms. Barton’s becoming President and CEO of Alliant Energy, effective as of January 1, 2024, the Compensation and Personnel Committee set her base salary at $1,075,000, her target percentage under the 2024 EXSTIP Plan at 125% of base salary, and her long-term incentive target percentage for awards made in 2024 at 420% of base salary. In connection with Mr. Larsen’s becoming Executive Chairman and remaining an employee of the Company, effective as of January 1, 2024, the Compensation and Personnel Committee set his base salary at $967,500, his target percentage under the 2024 EXSTIP Plan at 120% of base salary, and his long-term incentive target percentage for awards made in 2024 at 400% of base salary.

  49. Key Executive Employment and Severance Agreements

    Key Executive Employment and Severance Agreements We currently have in effect Key Executive Employment and Severance Agreements (KEESAs) with our executive officers, including our named executive officers, and certain other key employees, which provide for double-trigger severance benefits under certain circumstances following a change in control. Benefits under the KEESAs are paid only if: (1) a change in control occurs and (2) a qualifying termination of employment occurs within 180 days prior to the change in control or two years after the change in control. A qualifying termination occurs if the executive officer’s employment terminates as a result of (a) termination by the Company, other than by reason of death or disability or for cause, or (b) termination by the executive officer for good reason. This double-trigger mechanism ensures that only those executive officers adversely affected by a change in control will receive benefits under the KEESAs. The KEESAs provide a cash termination payment of 2.99 times for the CEO and Executive Chairman, and for the other executive officers, two times the sum of the executive officer’s (i) annual base salary and (ii) target annual incentive pay for the year in which the termination occurs. The KEESAs also provide that, consistent with the terms of outstanding equity award agreements, any change in control payments under outstanding equity awards will be paid pursuant to the terms of the equity plan and the agreements under which the awards were granted. We do not offer severance arrangements with executive officers that provide a multiplier equal to or greater than three. The KEESAs are generally designed to avoid the adverse effects of Section 280G of the tax code. Each KEESA provides that if any portion of the benefits under the KEESA or under any other agreement would constitute an excess parachute payment for purposes of the tax code, the executive officer may receive the greater, on an after-tax basis, of either a payment $1 less than the maximum amount he or she may receive without becoming subject to the 20% excise tax or the full payment subject to applicable excise taxes, for which the executive officer would be personally responsible. None of the KEESAs have Section 280G tax gross-up provisions. We believe that the level of the benefits provided by the amended KEESAs to the executive officers reflects the appropriate amount of compensation necessary for our executive officers to consider our shareowners’ interests without potential influence of their personal interests. We believe the security afforded by the KEESAs will help the executives to remain focused on business continuity and will reduce the distraction of the executives’ reasonable concerns regarding future employment during the uncertainty of a proposed change in control transaction. Additional information about the KEESAs is provided in the 2023 Potential Payments Upon Termination or Change in Control section.

  50. Executive Severance Plan

    Executive Severance Plan We also maintain the executive officer severance benefit plan, which compensates an executive officer in the event that his or her position is eliminated or significantly altered. As with our KEESA benefit, our executive officer severance benefit plan is designed to enable executives to remain focused on our business without undue personal concerns over job security. The plan provides for: •Severance pay equal to one year’s annual base salary •Up to 18 months of COBRA coverage or participation in our subsidized retiree medical insurance program if eligible (six months of which are paid by us) •Outplacement services and/or tuition reimbursement of up to $10,000 •Access to our employee assistance program Eligibility for benefits under this plan is conditioned upon an executive executing a severance agreement and release form. All severance packages of executive officers are approved by the Compensation and Personnel Committee. We believe our executive severance plan is consistent with industry-wide standards.

  51. Employment Agreements and Separation Arrangements

    Employment Agreements and Separation Arrangements We do not have any other employment agreements or separation arrangements with our executive officers.

  52. Process For Setting Executive Compensation

    | Entity | Role | | Compensation and Personnel Committee | The Compensation and Personnel Committee reviews and sets each component and level of compensation for the Company’s named executive officers and other executive officers. The Compensation and Personnel Committee’s responsibilities include: • Review and approve executive officers’ compensation packages • Review and approve corporate incentive goals and objectives relevant to compensation • Evaluate individual performance results in light of these goals and objectives The Compensation and Personnel Committee is made up of independent directors and meets regularly in executive sessions without management present. The committee is supported in its work by the human resources staff and by the committee’s outside consultant. | | Chief Executive Officer | The CEO recommends to the Compensation and Personnel Committee the level of compensation for the Company’s named executive officers and other executive officers that report to the CEO. The CEO considers the following factors when making recommendations: • Executive performance • Experience in the role • Strategic importance • Internal pay equity • Market data, as discussed below • Information provided by the Company’s human resources staff The CEO is present and available to the Compensation and Personnel Committee during their meetings with respect to the compensation of the Company’s other named executive officers and other executive officers that report to the CEO. However, the committee discusses and determines the CEO’s compensation and the Executive Chairman’s compensation in executive session. | | Independent Compensation Consultant | The Compensation and Personnel Committee engaged Pay Governance LLC as its independent external advisor. The committee receives data, analyses and support from Pay Governance. During 2023, Pay Governance participated in committee meetings, analyzed the competitive level of compensation for each of the named executive officers and provided information regarding executive compensation trends and market practices. Pay Governance reports solely to the committee and meets with the committee at each meeting in executive session. | | Market Data | Each year, Pay Governance prepares a market compensation analysis based on companies of similar size in terms of revenue and market capitalization, including those in the energy services industry and in general industry. This analysis assists the Compensation and Personnel Committee in establishing executive officer compensation levels to allow us to remain competitive in our market. The market data used in 2023 included two surveys: • General Industry Data: Willis Towers Watson’s 2022 General Industry Executive Compensation Database, which includes pay data for approximately 1,000 general industry companies • Peer Utility Data: Willis Towers Watson’s 2022 Energy Services Industry Executive Compensation Database General industry survey information was size-adjusted using regression analysis to correspond to each officer’s scope of responsibility. The Compensation and Personnel Committee used equally blended general industry data and energy industry data to determine the market reference point used for corporate positions, which in 2023 were held by Mr. Larsen, Ms. Barton, Mr. Durian, and Mr. Sundararajan. Energy industry data was used as a secondary market reference point for these positions. A utility peer group was used as the sole market reference point for utility-specific positions, such as that held by Mr. Kouba and Mr. de Leon. This peer group included: Atmos Energy Corp., Ameren Corp., Avista Corp., Black Hills Corp., CenterPoint Energy, Inc., CMS Energy Corp., Evergy, Inc., Eversource Energy, Hawaiian Electric Industries, Inc., IDACORP, Inc., MDU Resources Group, Inc., NiSource Inc., OGE Energy Corp., Pinnacle West Capital Corp., Portland General Electric Co., PPL Corp., Public Service Enterprise Group, Southwest Gas Holdings Inc., and WEC Energy Group, Inc. The market data provides market reference points at the 25th, 50th and 75th percentiles for each executive officer’s compensation components and total compensation. Generally, total aggregate compensation that falls within 15% of the median market reference point is considered to be at target. The aggregate total targeted compensation for all named executive officers fell within 15% of the applicable market reference point in 2023. |

  53. Key Compensation Governance and Pay Practices

    | Regular reviews of the program by the Compensation and Personnel Committee | Double-trigger change in control provisions in our severance agreements and long-term equity awards | | Strong linkage of compensation to achievement of financial and operational goals | No hedging or pledging of Company stock | | Performance metrics that encourage achievement of both absolute growth and relative growth | Stock ownership guidelines for executive officers | | Dividends paid on equity awards only if performance targets are met or vesting is completed | Limited perquisites for our executive officers | | All long-term equity awards settle in Company stock | Maximum multiplier for change in control cash severance benefit no greater than 2.99 | | Clawback policy that applies to our annual and long-term incentive pay plans | No tax gross-up provisions in our change in control agreements |

  54. Compensation and Personnel Committee Risk Assessment

    Compensation and Personnel Committee Risk Assessment In December 2023, the Compensation and Personnel Committee reviewed an assessment presented by management of our general compensation policies and practices for all employees to evaluate whether risks arising from these policies and practices were reasonably likely to have a material adverse effect on us. Based on this assessment, the committee concluded that our compensation policies and practices are not reasonably likely to have a material adverse effect on the Company and did not recommend or implement any material changes. The committee believes that the following features of our policies and practices serve to mitigate material risks arising from our compensation policies and practices: • A mix of annual and long-term incentive-based awards to provide an appropriate balance of short- and long-term risk and reward horizons • A variety of performance metrics for incentive awards to avoid excessive focus on a single measure of performance • Caps on incentive awards to reduce incentives to take short-term or inappropriately risky measures to increase payouts in any given year • Review of our compensation programs for reasonableness by our state utility commissions to mitigate risk • Clawback policies that provide us with the ability to recoup annual and long-term incentive awards under appropriate circumstances • Stock ownership requirements for executives, including our named executive officers, that help focus our executives on long-term stock price appreciation and sustainability • Robust compensation governance practices

  55. SUMMARY COMPENSATION TABLE

    SUMMARY COMPENSATION TABLE The table below summarizes the compensation paid to or earned by our named executive officers for 2023, and, where applicable, 2022 and 2021.

  56. SUMMARY COMPENSATION TABLE

    | Name and Principal Position | Year | Salary ($)(1) | Bonus ($) (2) | Stock Awards ($)(3) | Option Awards ($) | Non-Equity Incentive Plan Compensation ($)(1)(4) | Change in Pension Value and Non-qualified Deferred Compensation Earnings ($)(5) | All Other Compensation($)(6) | Total ($) | | John O. Larsen: Board Chair and Chief Executive Officer of Alliant Energy; Board Chair of IPL and WPL | 2023 | $1,130,247 | $0 | $5,191,716 | $0 | $1,444,206 | $1,354,440 | $589,173 | $9,709,782 | | | 2022 | $1,085,000 | $0 | $4,193,783 | $0 | $1,528,398 | $3,707 | $476,089 | $7,286,977 | | | 2021 | $1,024,904 | $0 | $3,776,810 | $0 | $1,511,747 | $3,746,424 | $389,375 | $10,449,260 | | Lisa M. Barton: President and Chief Operating Officer of Alliant Energy; Chief Executive Officer of IPL and WPL (7) | 2023 | $698,385 | $1,700,000 | $2,545,901 | $0 | $638,138 | $4 | $130,299 | $5,712,727 | | Robert J. Durian: Executive Vice President and Chief Financial Officer | 2023 | $645,385 | $0 | $1,521,461 | $0 | $473,200 | $22,608 | $196,598 | $2,859,252 | | | 2022 | $606,539 | $0 | $1,233,679 | $0 | $570,228 | $1,934 | $168,036 | $2,580,416 | | | 2021 | $565,154 | $0 | $1,027,048 | $0 | $543,459 | $38,187 | $155,887 | $2,329,735 | | Raja Sundararajan: Executive Vice President (7) | 2023 | $334,616 | $0 | $1,036,042 | $0 | $409,500 | $0 | $65,900 | $1,846,058 | | David A. de Leon: Senior Vice President and President of WPL | 2023 | $438,846 | $0 | $470,068 | $0 | $260,260 | $24,000 | $84,305 | $1,277,479 | | | 2022 | $426,923 | $0 | $424,148 | $0 | $301,473 | $0 | $74,287 | $1,226,831 | | | 2021 | $390,288 | $0 | $325,744 | $0 | $250,088 | $0 | $63,490 | $1,029,610 | | Terry L. Kouba: Senior Vice President and President of IPL | 2023 | $438,846 | $0 | $470,068 | $0 | $260,260 | $12,081 | $88,755 | $1,270,010 | | | 2022 | $426,923 | $0 | $424,148 | $0 | $301,473 | $80 | $74,189 | $1,226,813 | | | 2021 | $390,288 | $0 | $325,744 | $0 | $250,088 | $141 | $65,039 | $1,031,300 |

  57. SUMMARY COMPENSATION TABLE

    (1) The amounts shown in this column include any amounts deferred by the named executive officers under the Alliant Energy Deferred Compensation Plan. See 2023 Non-qualified Deferred Compensation. (2) In 2023, Ms. Barton was provided with a cash signing bonus of $1.7 million when she was appointed President and COO of Alliant Energy and CEO of IPL and WPL. This bonus was provided in consideration of relocation costs, any foregone compensation from her previous employer, and was important to our successful recruitment of Ms. Barton in a competitive market for top talent in our industry. The signing bonus is subject to repayment terms in the event that Ms. Barton terminates her employment within three years of joining the Company. (3) The amounts in this column reflect the aggregate grant date fair value of performance shares, performance restricted stock units and restricted stock units granted pursuant to our 2020 Omnibus Incentive Plan, computed in accordance with Financial Accounting Standards Board Accounting Standards Codification Topic 18, or FASB ASC Topic 718. A discussion of the assumptions used in calculating the award values may be found in Note 13(b) to our 2023 audited financial statements contained in our Annual Report on Form 10-K. For the performance shares, the grant date fair value is based on the probable outcome of the performance conditions, consistent with the estimate of aggregate compensation cost to be recognized over the three-year performance period determined as of the grant date under FASB ASC Topic 718, excluding the effect of estimated forfeitures. The following represents the breakdown of the 2023 grant date fair values of performance shares at target and at maximum, respectively, for each named executive officer:

  58. SUMMARY COMPENSATION TABLE

    | Name | Grant Date Fair Value of Performance Shares (Target) | Grant Date Fair Value of Performance Shares (Maximum) | | John O. Larsen | $1,876,026 | $3,752,052 | | Lisa M. Barton | $937,261 | $1,874,522 | | Robert J. Durian | $549,784 | $1,099,568 | | Raja Sundararajan | $373,167 | $746,334 | | David A. de Leon | $169,880 | $339,760 | | Terry L. Kouba | $169,880 | $339,760 |

  59. SUMMARY COMPENSATION TABLE

    The following represents the breakdown of the 2023 grant date fair value of performance restricted stock units at target and at maximum, respectively, for each named executive officer for net income performance:

  60. SUMMARY COMPENSATION TABLE

    | Name | Grant Date Fair Value of Performance Restricted Stock Units (Target) | Grant Date Fair Value of Performance Restricted Stock Units (Maximum) | | John O. Larsen | $1,785,392 | $3,570,784 | | Lisa M. Barton | $866,226 | $1,732,452 | | Robert J. Durian | $523,223 | $1,046,446 | | Raja Sundararajan | $356,949 | $713,898 | | David A. de Leon | $161,672 | $323,344 | | Terry L. Kouba | $161,672 | $323,344 |

  61. SUMMARY COMPENSATION TABLE

    The following represents the breakdown of the 2023 grant date fair value of performance restricted stock units at target and at maximum, respectively, for each named executive officer for diversity performance:

  62. SUMMARY COMPENSATION TABLE

    | Name | Grant Date Fair Value of Performance Restricted Stock Units (Target) | Grant Date Fair Value of Performance Restricted Stock Units (Maximum) | | John O. Larsen | $255,041 | $510,082 | | Lisa M. Barton | $123,710 | $247,420 | | Robert J. Durian | $74,716 | $149,432 | | Raja Sundararajan | $50,970 | $101,940 | | David A. de Leon | $23,051 | $46,102 | | Terry L. Kouba | $23,051 | $46,102 |

  63. SUMMARY COMPENSATION TABLE

    (4) The 2023 amounts in this column reflect cash amounts for short-term incentive pay received by the named executive officers with respect to services performed in 2023 that were paid in 2024. (5) The 2023 amounts in this column reflect: (a) the actuarial increase in the present value of each named executive officer’s benefits under all pension plans established by us, determined using the assumptions and methods set forth in footnote (3) to the 2023 Pension Benefits table, which may include amounts that the named executive officer is not currently entitled to receive because such amounts are not yet vested, and (b) amounts representing above market interest on non-qualified deferred compensation. The following represents the breakdown for 2023 for each of the change in pension value and the above market interest on non-qualified deferred compensation, respectively, for each named executive officer:

  64. SUMMARY COMPENSATION TABLE

    | Name | Change in Pension Value | Above Market Non-qualified Deferred Compensation Earnings | | John O. Larsen | $1,351,000 | $3,440 | | Lisa M. Barton | $0 | $4 | | Robert J. Durian | $20,000 | $2,608 | | Raja Sundararajan | $0 | $0 | | David A. de Leon | $24,000 | $0 | | Terry L. Kouba | $12,000 | $81 |

  65. SUMMARY COMPENSATION TABLE

    The changes in the actuarial present values of the named executive officers’ pension benefits do not constitute cash payments to the named executive officers. (6) The following table provides details for the amounts reported under the All Other Compensation column for 2023.

  66. SUMMARY COMPENSATION TABLE

    | Name | Perquisites and Other Personal Benefits(a) | Registrant Contributions to Defined Contribution Plans(b) | Life Insurance Premiums | Dividends(c) | Other Payments(d) | | John O. Larsen | $32,344 | $92,338 | $11,484 | $453,007 | $0 | | Lisa M. Barton | $0 | $59,971 | $4,480 | $65,848 | $0 | | Robert J. Durian | $0 | $64,385 | $2,528 | $129,685 | $0 | | Raja Sundararajan | $0 | $22,154 | $589 | $17,407 | $25,750 | | David A. de Leon | $0 | $37,558 | $4,814 | $41,933 | $0 | | Terry L. Kouba | $0 | $37,558 | $9,264 | $41,933 | $0 |

  67. SUMMARY COMPENSATION TABLE

    (a) Mr. Larsen received perquisites and other personal benefits comprised of an annual physical exam, security services, personal use of aircraft, and executive long-term disability insurance. None of the other named executive officers received perquisites and other personal benefits in the aggregate amount of $10,000 or more in 2023. (b) Matching contributions to the Alliant Energy Corporation 401(k) Savings Plan, employer contributions to the Alliant Energy Deferred Compensation Plan, employer contributions based on age and service to the 401(k) Savings Plan accounts and employer contributions to the Alliant Energy Excess Retirement Plan. (c) Dividends and dividend equivalents earned in 2023 on unvested performance shares, performance restricted stock units and restricted stock units are reinvested and paid only at the time performance and/or vesting conditions are satisfied. (d) Mr. Sundararajan received $17,250 of relocation expense, and a tax reimbursement of $8,500 related to relocation expenses. (7) Ms. Barton and Mr. Sundararajan were not named executive officers in 2021 or 2022.

  68. 2023 CEO Pay Ratio

    2023 CEO Pay Ratio As required by SEC rules, we are providing the following information based on reasonable estimates. For 2023, the median of the annual total compensation of all employees (other than CEO) of the Company was $173,346. The annual total compensation of Alliant Energy’s CEO, as reported in the Summary Compensation Table for 2023 above, was $9,709,782. The ratio of the annual total compensation of Alliant Energy’s CEO to the median of the annual total compensation of all employees for 2023 was 56 to 1. In 2023, both Mr. Larsen and Ms. Barton served as CEO of IPL and WPL. We used Ms. Barton’s annualized compensation to calculate the CEO pay ratio for IPL and WPL. To calculate Ms. Barton’s annualized compensation, we used the 2023 values reflected in the Summary Compensation Table except for salary where we used the annualized salary of $825,000. For purposes of calculating the IPL and WPL CEO pay ratio only, the total CEO compensation used was $5,839,343. The ratio of the annual total compensation of IPL’s and WPL’s CEO to the median of the annual total compensation of all employees for 2023 was 34 to 1. To identify the median employee from our employee population in 2023, we compared the amount of salary and wages of our employees as reflected in our payroll records as reported to the IRS on Form W-2 for 2023. We used December 31, 2023 as the determination date. We did not consider annual equity awards in determining the median employee as such awards are not widely distributed to our employee population. We did not make any cost-of-living adjustments. We annualized the compensation of employees who were hired in 2023. Once we identified our median employee, we calculated that employee’s compensation for 2023 as though that compensation were being calculated for purposes of the Summary Compensation Table. We compared that compensation total with the 2023 compensation of the CEOs as described above.

  69. 2023 GRANTS OF PLAN-BASED AWARDS

    2023 GRANTS OF PLAN-BASED AWARDS The following table sets forth information regarding all plan-based awards that we granted to our named executive officers in 2023.

  70. 2023 GRANTS OF PLAN-BASED AWARDS

    | Name | Grant Date | Estimated Possible Payouts Under Non-Equity Incentive Plan Awards(1) | | | Estimated Future Payouts Under Equity Incentive Plan Awards | | | All Other Stock Awards: Number of Shares of Stock or Units (#) | Grant Date Fair Value of Stock Awards ($) | | | | Threshold ($) | Target ($) | Maximum ($) | Threshold (#) | Target (#) | Maximum (#) | | | | John O. Larsen | 2/23/2023(2) | | | | 16,847 | 33,693 | 67,386 | | $1,876,026 | | | 2/23/2023(3) | | | | 16,847 | 33,693 | 67,386 | | $1,785,392 | | | 2/23/2023(4) | | | | 1,203 | 4,813 | 9,626 | | $255,041 | | | 2/23/2023(5) | | | | | | | 24,066 | $1,275,257 | | | | $317,408 | $1,587,040 | $3,174,080 | | | | | | | Lisa M. Barton | 2/27/2023(2) | | | | 8,417 | 16,833 | 33,666 | | $937,261 | | | 2/27/2023(3) | | | | 8,417 | 16,833 | 33,666 | | $866,226 | | | 2/27/2023(4) | | | | 601 | 2,404 | 4,808 | | $123,710 | | | 2/27/2023(5) | | | | | | | 12,023 | $618,704 | | | | $140,250 | $701,250 | $1,402,500 | | | | | | | Robert J. Durian | 2/23/2023(2) | | | | 4,937 | 9,874 | 19,748 | | $549,784 | | | 2/23/2023(3) | | | | 4,937 | 9,874 | 19,748 | | $523,223 | | | 2/23/2023(4) | | | | 353 | 1,410 | 2,820 | | $74,716 | | | 2/23/2023(5) | | | | | | | 7,053 | $373,738 | | | | $104,000 | $520,000 | $1,040,000 | | | | | | | Raja Sundararajan | 6/12/2023(2) | | | | 3,351 | 6,702 | 13,404 | | $373,167 | | | 6/12/2023(3) | | | | 3,351 | 6,702 | 13,404 | | $356,949 | | | 6/12/2023(4) | | | | 239 | 957 | 1,914 | | $50,970 | | | 6/12/2023(5) | | | | | | | 4,787 | $254,956 | | | | $90,000 | $450,000 | $900,000 | | | | | | | David A. de Leon | 2/23/2023(2) | | | | 1,526 | 3,051 | 6,102 | | $169,880 | | | 2/23/2023(3) | | | | 1,526 | 3,051 | 6,102 | | $161,672 | | | 2/23/2023(4) | | | | 109 | 435 | 870 | | $23,051 | | | 2/23/2023(5) | | | | | | | 2,179 | $115,465 | | | | $57,200 | $286,000 | $572,000 | | | | | | | Terry L. Kouba | 2/23/2023(2) | | | | 1,526 | 3,051 | 6,102 | | $169,880 | | | 2/23/2023(3) | | | | 1,526 | 3,051 | 6,102 | | $161,672 | | | 2/23/2023(4) | | | | 109 | 435 | 870 | | $23,051 | | | 2/23/2023(5) | | | | | | | 2,179 | $115,465 | | | | $57,200 | $286,000 | $572,000 | | | | | |

  71. 2023 GRANTS OF PLAN-BASED AWARDS

    (1) The amounts shown represent the threshold, target and maximum awards that could have been earned under our EXSTIP Plan for 2023 as described more fully under Compensation Discussion and Analysis — How We Pay Named Executive Officers — Short-Term (Annual) Incentive Pay. The threshold payment level was 20% of the target amount. The maximum payment level was 200% of the target amount. Payments earned for 2023 are shown in the Non-Equity Incentive Plan Compensation column of the Summary Compensation Table. (2) The amounts shown represent the threshold, target and maximum amounts of performance shares that were awarded in 2023 to the named executive officers under our 2020 Omnibus Incentive Plan as described more fully under Compensation Discussion and Analysis — How We Pay Named Executive Officers — Long-Term Equity Awards. The threshold amount is shown at 50% of the target amount. The maximum amount is 200% of the target amount. For the performance shares, the grant date fair value is based on the probable outcome of the performance conditions, consistent with the estimate of aggregate compensation cost to be recognized over the performance period determined as of the grant date pursuant to FASB ASC Topic 718, excluding the effect of estimated forfeitures. For the performance shares granted in 2023, the grant date fair value, as determined by FASB ASC Topic 718, is $55.68. Performance shares granted in 2023 accumulate dividend equivalents on the same basis as shares of our common stock, but dividends are not paid until performance targets and vesting requirements are met. (3) The amounts shown represent the threshold, target and maximum amounts of performance restricted stock units (Net Income) that were awarded in 2023 to the named executive officers under our 2020 Omnibus Incentive Plan as described more fully under Compensation Discussion and Analysis — How We Pay Named Executive Officers — Long-Term Equity Awards. The threshold amount is shown at 50% of the target amount. The maximum amount is 200% of the target amount. For the performance restricted stock units, the grant date fair value, as determined by the closing price of our common stock on the grant date, is $52.99 for the grants on February 23, 2023, $51.46 for the grants on February 27, 2023, and $53.26 for the grants on June 12, 2023. Performance restricted stock units granted in 2023 accumulate dividend equivalents on the same basis as shares of our common stock, but dividends are not paid until performance targets and vesting requirements are met. (4) The amounts shown represent the threshold, target and maximum amounts of performance restricted stock units (Diversity) that were awarded in 2023 to the named executive officers under our 2020 Omnibus Incentive Plan as described more fully under Compensation Discussion and Analysis — How We Pay Named Executive Officers — Long-Term Equity Awards. The threshold amount is shown at 25% of the target amount. The maximum amount is 200% of the target amount. For the performance restricted stock units, the grant date fair value, as determined by the closing price of our common stock on the grant date, is $52.99 for the grants on February 23, 2023, $51.46 for the grants on February 27, 2023, and $53.26 for the grants on June 12, 2023. Performance restricted stock units granted in 2023 accumulate dividend equivalents on the same basis as shares of our common stock, but dividends are not paid until performance targets and vesting requirements are met. (5) The amounts shown represent the number of restricted stock units that were awarded in 2023 to the named executive officers under our 2020 Omnibus Incentive Plan as described more fully under Compensation Discussion and Analysis — How We Pay Named Executive Officers — Long-Term Equity Awards. For the restricted stock units, the grant date fair value, as determined by the closing price of our common stock on the grant date, is $52.99 for the grants on February 23, 2023, $51.46 for the grants on February 27, 2023, and $53.26 for the grants on June 12, 2023. Restricted stock units granted in 2023 accumulate dividend equivalents on the same basis as shares of our common stock, but dividends are not paid until the restricted stock units are fully vested.

  72. 2023 OUTSTANDING EQUITY AWARDS AT FISCAL YEAR-END

    2023 OUTSTANDING EQUITY AWARDS AT FISCAL YEAR-END The following table sets forth information on outstanding unvested equity awards held by our named executive officers on December 31, 2023. No stock options are outstanding.

  73. 2023 OUTSTANDING EQUITY AWARDS AT FISCAL YEAR-END

    | | Stock Awards | | | | | Name | Number of Shares or Units of Stock That Have Not Vested (#)(1) | Market Value of Shares or Units of Stock That Have Not Vested ($)(1) | Equity Incentive Plan Awards: Number of Unearned Shares, Units or Other Rights That Have Not Vested (#)(1) | Equity Incentive Plan Awards: Market or Payout Value of Unearned Shares, Units or Other Rights That Have Not Vested ($)(1) | | John O. Larsen | | | 55,621 | $2,853,357(2) | | | | | 69,191 | $3,549,498(3) | | | | | 55,621 | $2,853,357(4) | | | | | 69,191 | $3,549,498(5) | | | | | 7,944 | $407,527(6) | | | | | 9,884 | $507,049(7) | | | 19,864 | $1,019,023 | | (8) | | | 24,711 | $1,267,674 | | (9) | | Lisa M. Barton | | | 34,568 | $1,773,338(3) | | | | | 34,568 | $1,773,338(5) | | | | | 4,937 | $253,268(7) | | | 12,345 | $633,299 | | (9) | | Robert J. Durian | | | 16,362 | $839,371(2) | | | | | 20,277 | $1,040,210(3) | | | | | 16,362 | $839,371(4) | | | | | 20,277 | $1,040,210(5) | | | | | 2,337 | $119,888(6) | | | | | 2,896 | $148,565(7) | | | 5,843 | $299,746 | | (8) | | | 7,242 | $371,515 | | (9) | | Raja Sundararajan | | | 13,649 | $700,194(3) | | | | | 13,649 | $700,194(5) | | | | | 1,949 | $99,984(7) | | | 4,874 | $250,036 | | (9) | | David A. de Leon | | | 5,626 | $288,614(2) | | | | | 6,265 | $321,395(3) | | | | | 5,626 | $288,614(4) | | | | | 6,265 | $321,395(5) | | | | | 802 | $41,143(6) | | | | | 893 | $45,811(7) | | | 2,009 | $103,062 | | (8) | | | 2,237 | $114,758 | | (9) | | Terry L. Kouba | | | 5,626 | $288,614(2) | | | | | 6,265 | $321,395(3) | | | | | 5,626 | $288,614(4) | | | | | 6,265 | $321,395(5) | | | | | 802 | $41,143(6) | | | | | 893 | $45,811(7) | | | 2,009 | $103,062 | | (8) | | | 2,237 | $114,758 | | (9) |

  74. 2023 OUTSTANDING EQUITY AWARDS AT FISCAL YEAR-END

    (1) The share or unit values in the table include credited dividend equivalents, which will be paid only if the vesting criterion is met and the underlying award is paid out. The dollar values in the table are calculated by using the closing price of our common stock of $51.30 on December 29, 2023. (2) Performance shares granted on February 17, 2022. Vesting occurs if the performance criterion is met in year 3. The values in the table assume maximum level performance. (3) Performance shares granted on February 23, 2023 except those granted to Ms. Barton on February 27, 2023 and to Mr. Sundararajan on June 12, 2023. Vesting occurs if the performance criterion is met in year 3. The values in the table assume maximum level performance. (4) Performance restricted stock units (Net Income) granted on February 17, 2022. Vesting occurs if the performance criterion is met in year 3. The values in the table assume maximum level performance. (5) Performance restricted stock units (Net Income) granted on February 23, 2023 except those granted to Ms. Barton on February 27, 2023 and to Mr. Sundararajan on June 12, 2023. The values in the table assume maximum level performance. (6) Performance restricted stock units (Diversity) granted on February 17, 2022. Vesting occurs if the performance criterion is met in year 3. The values in the table assume maximum level performance. (7) Performance restricted stock units (Diversity) granted on February 23, 2023 except those granted to Ms. Barton on February 27, 2023 and to Mr. Sundararajan on June 12, 2023. The values in the table assume maximum level performance. (8) Restricted stock units granted on February 17, 2022. Vesting occurs based on continuous service through year 3. (9) Restricted stock units granted on February 23, 2023 except those granted to Ms. Barton on February 27, 2023 and to Mr. Sundararajan on June 12, 2023. Vesting occurs based on continuous service through year 3.

  75. 2023 OPTION EXERCISES AND STOCK VESTED

    2023 OPTION EXERCISES AND STOCK VESTED The following table shows a summary of the stock awards vested for our named executive officers during 2023. No stock options were exercised during 2023.

  76. 2023 OPTION EXERCISES AND STOCK VESTED

    | | Stock Awards | | | | Name | Long-Term Equity Awards | Number of Shares Acquired on Vesting (#) | Value Realized on Vesting ($)(1) | | John O. Larsen | Performance Shares | 21,302 | $1,031,017 | | | Performance Restricted Stock Units | 59,646 | $2,886,866 | | | Restricted Stock Units | 26,084 | $1,338,109 | | Lisa M. Barton | Performance Shares | 0 | $0 | | | Performance Restricted Stock Units | 0 | $0 | | | Restricted Stock Units | 0 | $0 | | Robert J. Durian | Performance Shares | 5,792 | $280,333 | | | Performance Restricted Stock Units | 16,219 | $785,000 | | | Restricted Stock Units | 7,093 | $363,871 | | Raja Sundararajan | Performance Shares | 0 | $0 | | | Performance Restricted Stock Units | 0 | $0 | | | Restricted Stock Units | 0 | $0 | | David A. de Leon | Performance Shares | 1,837 | $88,911 | | | Performance Restricted Stock Units | 5,144 | $248,970 | | | Restricted Stock Units | 2,249 | $115,374 | | Terry L. Kouba | Performance Shares | 1,837 | $88,911 | | | Performance Restricted Stock Units | 5,144 | $248,970 | | | Restricted Stock Units | 2,249 | $115,374 |

  77. 2023 OPTION EXERCISES AND STOCK VESTED

    (1) For performance shares granted for the 2021-2023 performance period, reflects an amount calculated by multiplying the number of vested performance shares, plus accumulated dividend equivalent units (including fractional amounts not shown), by the fair market value of our common stock on February 15, 2024 (the date the Compensation and Personnel Committee certified achievement of the performance goals for such performance shares) of $48.40. For performance restricted stock units granted for the 2021-2023 performance period, reflects an amount calculated by multiplying the number of vested performance restricted stock units, plus accumulated dividend equivalent units (including fractional amounts not shown), by the fair market value of our common stock on February 15, 2024 (the date the Compensation and Personnel Committee certified achievement of the performance goals for such performance restricted stock units) of $48.40. For restricted stock units granted for the 2021-2023 performance period, reflects an amount calculated by multiplying the number of vested shares of restricted stock units, plus accumulated dividend equivalent units (including fractional amounts not shown), by the fair market value of our common stock on December 29, 2023 of $51.30. Performance restricted stock units, performance shares, and restricted stock units are settled in shares only. Ms. Barton and Mr. Sundararajan joined the Company in 2023 and did not receive grants for the 2021-2023 performance period.

  78. 2023 PENSION BENEFITS

    2023 PENSION BENEFITS

  79. Pension Benefits Table

    Pension Benefits Table The following table sets forth the number of years of credited service, the present value of accumulated benefits and payments during 2023 for each of our named executive officers under the Alliant Energy Cash Balance Pension Plan, the Alliant Energy Excess Retirement Plan, and the Alliant Energy Defined Benefit Supplemental Retirement Plan (DB SRP), which are each described below. The amounts shown for our named executive officers are estimates only and do not necessarily reflect the actual amounts that will be paid to them, which will only be known at the time that they become eligible for payment.

  80. Pension Benefits Table

    | Name | Plan Name | Number of Years Credited Service (#)(2) | Present Value of Accumulated Benefit ($)(3) | Payments During 2023 ( $ ) | | John O. Larsen | Cash Balance Pension Plan | 20.5 | $537,000 | | | | Excess Retirement Plan | 35.9 | $492,000 | | | | DB SRP | 35.9 | $13,159,000 | | | | | Total | $14,188,000 | $0 | | Lisa M. Barton(1) | Cash Balance Pension Plan | N/A | N/A | | | | Excess Retirement Plan | 0.9 | $18,000 | | | | DB SRP | N/A | N/A | | | | | Total | $18,000 | $0 | | Robert J. Durian(1) | Cash Balance Pension Plan | 15.9 | $167,000 | | | | Excess Retirement Plan | 31.3 | $271,000 | | | | DB SRP | N/A | N/A | | | | | Total | $438,000 | $0 | | Raja Sundararajan(1) | Cash Balance Pension Plan | N/A | N/A | | | | Excess Retirement Plan | 0.6 | $1,000 | | | | DB SRP | N/A | N/A | | | | | Total | $1,000 | $0 | | David A. de Leon(1) | Cash Balance Pension Plan | 21.2 | $376,000 | | | | Excess Retirement Plan | 36.6 | $31,000 | | | | DB SRP | N/A | N/A | | | | | Total | $407,000 | $0 | | Terry L. Kouba(1) | Cash Balance Pension Plan | 27.4 | $572,000 | | | | Excess Retirement Plan | 42.8 | $55,000 | | | | DB SRP | N/A | N/A | | | | | Total | $627,000 | $0 |

  81. Pension Benefits Table

    (1) Ms. Barton, Mr. Durian, Mr. Sundararajan, Mr. de Leon and Mr. Kouba are not eligible for the DB SRP. They are eligible for the Excess Retirement Plan and, except for Ms. Barton and Mr. Sundararajan, the Cash Balance Pension Plan. (2) Years of credited service for the Cash Balance Pension Plan are less than the actual years of service of the officer because the Cash Balance Pension Plan was frozen in August 2008. (3) The following assumptions, among others, were used to calculate the present value of accumulated benefits: benefit commencement age is the earliest unreduced retirement age for the predominant plan (Mr. Larsen, Mr. Durian, and Mr. de Leon each at age 62 for the Cash Balance Pension Plan and Excess Retirement Plan, Mr. Kouba at age 65 for the Cash Balance Pension Plan and Excess Retirement Plan, Ms. Barton and Mr. Sundararajan each at age 65 for the Excess Retirement Plan, and Mr. Larsen at age 62 for the DB SRP); the benefit calculation date is December 31, 2023, consistent with our accounting measurement date for financial statement reporting purposes; the ASC 715 discount rate is 5.27% for the DB SRP, 5.43% for the Excess Retirement Plan, and 5.38% for the Cash Balance Pension Plan (compared to 5.53% for the DB SRP, 5.55% for the Excess Retirement Plan, and 5.53% for the Cash Balance Pension Plan in 2022); the post-retirement mortality assumption is based on the PRI-2012 mortality table with white collar adjustment and generational projection starting in 2012 using a modified Scale MP-2021 (same as used for ASC 715 valuations); the form of payment is 50% lump sum and 50% annuity for the Cash Balance Pension Plan and 100% lump sum for the Excess Retirement Plan; and the ASC 715 accounting valuation for the DB SRP anticipates payments in the form of a lump sum (for those that elected lump sum or installment) and the effective lump sum interest rate for valuation purposes is approximately 3.93% at year-end 2023.

  82. Alliant Energy Cash Balance Pension Plan

    Alliant Energy Cash Balance Pension Plan A portion of our salaried employees, including certain of our named executive officers, are eligible to participate in the Alliant Energy Cash Balance Pension Plan that we maintain. The Cash Balance Pension Plan bases a participant’s defined benefit pension on the value of a hypothetical account balance. For individuals participating in the Cash Balance Pension Plan as of August 1, 1998, a starting account balance was created equal to the present value of the benefit accrued as of December 31, 1997, under the applicable prior benefit formula. In addition, such individuals received a special one-time transition credit amount equal to a specified percentage varying with age and multiplied by credited service and pay. For 1998 through August 2, 2008, participants received annual credits to the account equal to 5% of base pay (including certain incentive payments, pre-tax deferrals and other items). For 1998 through August 2, 2008, participants also received an interest credit on all prior accruals equal to 4%, plus a potential share of the gain on the investment return on Cash Balance Pension Plan assets for the year. We amended the Cash Balance Pension Plan’s interest crediting rate for 2009 and future years. The new interest crediting rate is equal to the annual percentage change in the consumer price index as of October each year, plus 3%. Ms. Barton and Mr. Sundararajan are not eligible to participate in the Cash Balance Pension Plan. For Mr. Larsen, Mr. Durian, Mr. de Leon, and Mr. Kouba, estimated benefits under the applicable prior plan benefit formula are expected to be higher than under the Cash Balance Pension Plan formula, utilizing current assumptions. Therefore, their benefits are determined under the applicable prior plan benefit formula. To the extent benefits under the Cash Balance Pension Plan are limited by tax law, any excess will be paid under the Excess Retirement Plan described below. Cash Balance Pension Plan accruals ceased as of August 2, 2008. This freeze applies to both the 5% of base pay annual credits to the hypothetical account balance and to the grandfathered prior plan formulas. Subsequent to August 2, 2008, active participants receive enhanced benefits under the Alliant Energy Corporation 401(k) Savings Plan. Pension benefits for Mr. Larsen and Mr. Durian are determined using the prior plan formula from the IES Industries pension plan. The prior plan formula provides retirement income based on years of service, final average compensation and Social Security covered compensation. The monthly benefit formula for Mr. Larsen and Mr. Durian for service until the August 2, 2008 freeze date is A + B + C where: A = 1.05% of average monthly compensation for the number of years of service not in excess of 35; B = 0.50% of average monthly compensation in excess of Social Security covered compensation for the number of years of service not in excess of 35; and C = 1.38% of average monthly compensation for the number of years of service in excess of 35. Compensation generally is the salary amount reported in the Summary Compensation Table (subject to the limit in the tax code), with the final average compensation being calculated based on the three highest calendar years of such pay. The formula provides the basic benefit payable for the life of the participant. If the participant receives an alternative form of payment, then the monthly benefit would be reduced accordingly. Early retirement benefits are available after a participant reaches age 55, provided he has at least 15 years of service. Unreduced benefits are available at age 62. Benefits that commence prior to age 62 are reduced by a factor of not less than 5% per year. Pension benefits for Mr. de Leon are determined using the prior plan formula from the WPL pension plan. The prior plan formula provides retirement income based on years of service, final average compensation and Social Security covered compensation. The monthly benefit formula for Mr. de Leon for service until the August 2, 2008 freeze date is A - B x C where: A = 55% of average monthly compensation for the number of years of service not in excess of 30; B = 0.50% of average monthly compensation in excess of Social Security covered compensation; and C is credited service (up to 360 months) divided by 30. Compensation generally is the salary amount reported in the Summary Compensation Table (subject to the limit in the tax code), with the final average compensation being calculated based on the three highest calendar years of such pay. The formula provides the basic benefit payable for the life of the participant. If the participant receives an alternative form of payment, then the monthly benefit would be reduced accordingly. Early retirement benefits are available after a participant reaches age 55, provided he has at least five years of vesting service. Unreduced benefits are available at age 62. Benefits that commence prior to age 62 are reduced by a factor of not less than 5% per year. Pension benefits for Mr. Kouba are determined using the prior plan formula from the IPC pension plan. The prior plan formula provides retirement income based on years of service and final average compensation. The monthly benefit formula for Mr. Kouba for service until the August 2, 2008 freeze date is A + B where: A = 1.17% of average monthly compensation for the number of years of service not in excess of 35 and B = 0.35% of average monthly compensation in excess of Social Security covered compensation. Compensation generally is the salary amount reported in the Summary Compensation Table (subject to the limit in the tax code), with the final average compensation being calculated based on the three highest calendar years of such pay. The formula provides the basic benefit payable for the life of the participant. If the participant receives an alternative form of payment, then the monthly benefit would be reduced accordingly. Early retirement benefits are available after a participant reaches age 55, provided he has at least 5 years of vesting service. Unreduced benefits are available at age 62. Benefits that commence prior to age 62 are reduced by a factor of not less than 3% per year.

  83. Alliant Energy Excess Retirement Plan

    Alliant Energy Excess Retirement Plan We maintain an unfunded Excess Retirement Plan that provides funds for payment of retirement benefits where an employee’s retirement benefits exceed statutory limits applicable to the tax-qualified plans. The Excess Retirement Plan provides an amount equal to the difference between (i) the actual pension benefit payable under the Cash Balance Pension Plan and our actual contributions based on age and service to the Alliant Energy Corporation 401(k) Savings Plan, and (ii) what such benefits and contributions would be if calculated without regard to any limitation imposed by the tax code on pension benefits or covered compensation.

  84. Alliant Energy Supplemental Retirement Plan

    Alliant Energy Supplemental Retirement Plan We maintain a legacy DB SRP which provides additional retirement benefits if the executive remains with us until retirement, disability or death. The DB SRP is an unfunded, defined benefit retirement plan and was discontinued in 2008. Mr. Larsen participates in the DB SRP. Ms. Barton, Mr. Durian, Mr. Sundararajan, Mr. de Leon and Mr. Kouba do not participate in the DB SRP. For Mr. Larsen, the DB SRP provides for payments in accordance with the formula A - (B + C + D) where: A = 50% of the participant’s average annual earnings (base salary plus annual incentive pay) for the highest paid three consecutive years out of the last 10 years of the participant’s employment; B = benefits payable to the officer from the officer’s defined benefit plan; C = the aggregate Company contributions based on age and service to the Alliant Energy Corporation 401(k) Savings Plan; and D = the Excess Retirement Plan. The normal retirement date under the DB SRP is age 62 with at least 10 years of service; early retirement is at age 55 with at least 10 years of service and five or more years of continuous DB SRP employment. If a participant retires prior to age 62, the payment under the DB SRP is reduced by approximately 5% per year for each year the participant’s retirement date precedes his or her normal retirement date. This early retirement reduction factor is applied prior to any other offsets (described as B, C, or D above). Payment of benefits under the DB SRP commences six months after the participant’s retirement. At the timely election of the participant, benefits under the DB SRP will be made in a lump sum, in annual installments over a period of five years, or in monthly installments for 18 years. Participants made their elections in December 2008. Participants may change their form of payment once, provided that the new election is made at least 12 months prior to their retirement. If such an election is made, benefits under the DB SRP will not be paid for five years after they otherwise would have been. If the monthly benefit is selected, and the participant dies prior to receiving 12 years of payments, payments continue to any surviving spouse or dependent children, payable for the remainder of the 12-year period. If the five annual installments benefit is selected and the participant dies prior to receiving five annual payments, payments will continue to any surviving spouse or dependent children, payable for the remainder of the five-year period. If the participant dies while still employed by us, the designated beneficiary will receive a lump sum equal to the discounted value of retirement benefits for 12 years.

  85. 2023 NON-QUALIFIED DEFERRED COMPENSATION

    2023 NON-QUALIFIED DEFERRED COMPENSATION The table below sets forth certain information as of December 31, 2023, for our named executive officers with respect to the Alliant Energy Deferred Compensation Plan, which is described below.

  86. 2023 NON-QUALIFIED DEFERRED COMPENSATION

    | Name | Executive Contributions in 2023 ($)(1) | Registrant Contributions in 2023 ($)(2) | Aggregate Earnings in 2023 ($)(3) | Aggregate Withdrawals/ Distributions in 2023 ($) | Aggregate Balance as of December 31, 2023 ($)(4) | | John O. Larsen | $22,572 | $13,374 | $95,369 | $0 | $2,122,489 | | Lisa M. Barton | $31,731 | $15,404 | $2,900 | $0 | $34,631 | | Robert J. Durian | $64,385 | $14,504 | $419,997 | $0 | $2,608,087 | | Raja Sundararajan | $11,539 | $0 | $897 | $0 | $12,435 | | David A. de Leon | $0 | $0 | $0 | $0 | $0 | | Terry L. Kouba | $0 | $0 | $95,893 | $0 | $566,050 |

  87. 2023 NON-QUALIFIED DEFERRED COMPENSATION

    (1) The amounts reported are also reported under the Salary and Non-Equity Incentive Plan Compensation columns, as applicable, in the Summary Compensation Table. (2) The amounts reported are also reported under the All Other Compensation column in the Summary Compensation Table and represent contributions earned in the last completed fiscal year but not credited until the following fiscal year. (3) The following portion of the amounts reported in this column, which represents above-market interest on deferred compensation, is reported under the Change in Pension Value and Non-qualified Deferred Compensation Earnings column in the Summary Compensation Table.

  88. 2023 NON-QUALIFIED DEFERRED COMPENSATION

    | Name | Above-Market Interest on Deferred Compensation | | John O. Larsen | $3,440 | | Lisa M. Barton | $4 | | Robert J. Durian | $2,608 | | Raja Sundararajan | N/A | | David A. de Leon | N/A | | Terry L. Kouba | $81 |

  89. 2023 NON-QUALIFIED DEFERRED COMPENSATION

    (4) The following amounts included in this column for the Alliant Energy Deferred Compensation Plan also have been reported in the Total column of the Summary Compensation Table for 2022 and 2021.

  90. 2023 NON-QUALIFIED DEFERRED COMPENSATION

    | Name | Reported for 2022 | Reported for 2021 | | John O. Larsen | $34,456 | $32,452 | | Lisa M. Barton | N/A | N/A | | Robert J. Durian | $74,423 | $68,947 | | Raja Sundararajan | N/A | N/A | | David A. de Leon | N/A | N/A | | Terry L. Kouba | N/A | N/A |

  91. 2023 NON-QUALIFIED DEFERRED COMPENSATION

    We maintain the Alliant Energy Deferred Compensation Plan (AEDCP) under which participants, including our current named executive officers, may defer up to 100% of base salary and annual incentive pay. Participants who have made the maximum allowed contribution to the Alliant Energy Corporation 401(k) Savings Plan may receive an additional credit from the Company to the AEDCP. The credit made in March 2023 was equal to 50% of A - B, where: A = the lesser of (i) 8% of base salary for the plan year or (ii) the sum of the amounts (if any) contributed by the participant to the Alliant Energy Corporation 401(k) Savings Plan during the applicable year that were eligible for matching contributions under the Alliant Energy Corporation 401(k) Savings Plan, plus the amounts deferred by the participant during the applicable year under the AEDCP; and B = the amount of any matching contributions under the Alliant Energy Corporation 401(k) Savings Plan on behalf of the participant for the applicable year. The participant may elect to have his or her deferrals credited to an Interest Account, Equity Account, Company Stock Account or Mutual Fund Account. Deferrals and matching contributions to the Interest Account receive an annual return based on the 10-year Treasury Bond Rate plus 1.50%. Deferrals and matching contributions credited to the Equity Account are treated as invested in an S&P 500 index fund. Deferrals and matching contributions credited to the Mutual Fund Account are treated as invested in a mutual fund or other investment vehicle offered under the Alliant Energy Corporation 401(k) Savings Plan and selected by the participant. Deferrals and matching contributions credited to the Company Stock Account are treated as though invested in our common stock and are credited with dividend equivalents, which are treated as if reinvested. The shares of common stock identified as obligations under the AEDCP are held in a rabbi trust. Payments from the AEDCP due to death or retirement may be made in a lump sum or in annual installments for up to 10 years at the election of the participant. Payments from the AEDCP for any reason other than death or retirement are made in a lump sum. Participants in the AEDCP are certain members of management or highly compensated employees under ERISA, and include all our current named executive officers except for Mr. de Leon. We maintain a frozen legacy deferred compensation plan (the IES Deferred Compensation Plan), in which Mr. Larsen has a frozen account balance in the amount of $48,325 as of December 31, 2023. An interest credit is provided for the balance in the account at an annual rate of 9%. This plan was frozen on April 21,1998, and since then, no amounts have been deferred to the account.

  92. 2023 POTENTIAL PAYMENTS UPON TERMINATION OR CHANGE IN CONTROL

    2023 POTENTIAL PAYMENTS UPON TERMINATION OR CHANGE IN CONTROL

  93. PAY VERSUS PERFORMANCE

    PAY VERSUS PERFORMANCE We believe our compensation philosophy and approach creates a strong link between executive compensation and Company performance. As described more fully in our Compensation Discussion and Analysis, our executive compensation program is guided by our purpose and values and is designed to promote our strategy. In accordance with SEC rules, the table below shows (i) the compensation reported in the Summary Compensation Table and the Compensation Actually Paid (calculated in accordance with SEC rules) for the Principal Executive Officer (PEO) for each year below and (ii) the average compensation reported in the Summary Compensation table for the non-PEO Named Executive Officers and the average Compensation Actually Paid (calculated in accordance with SEC rules) for the non-PEO Named Executive Officers for each year below. It also includes the total shareholder return (TSR) for Alliant Energy and our defined peer group, our net income and adjusted EPS for each year. References to the Company in this section refer to Alliant Energy.

  94. PAY VERSUS PERFORMANCE

    | | | | | | Value of initial fixed $100 investment based on: | | | | | Year | Summary Compensation Table Total for PEO(1) | Compensation Actually Paid to PEO(3) | Average Summary Compensation Table Total for non-PEO Named Executive Officers(2) | Average Compensation Actually Paid to non-PEO Named Executive Officers(3) | Alliant Total Shareholder Return(4) | Peer Group Total Shareholder Return(4) | Alliant Net Income (5) (Millions) | Alliant Adjusted EPS (6) | | 2023 | $9,709,782 | $7,235,148 | $2,593,105 | $2,483,122 | $106.09 | $106.90 | $703 | $2.82 | | 2022 | $7,286,977 | $5,361,068 | $1,558,260 | $1,132,675 | $110.24 | $117.09 | $686 | $2.80 | | 2021 | $10,449,260 | $10,185,275 | $1,630,049 | $2,208,076 | $119.13 | $115.76 | $674 | $2.65 | | 2020 | $11,020,134 | $5,985,432 | $1,639,294 | $1,643,446 | $97.08 | $98.84 | $624 | $2.44 |

  95. PAY VERSUS PERFORMANCE

    (1) Reflects Summary Compensation Table Total compensation for Mr. Larsen, our PEO, as reported in the 2023, 2022, 2021 and 2020 proxy statements. (2) Reflects Summary Compensation Table Total compensation for the following non-PEO Named Executive Officers (NEOs) reported in the proxy statements in each of the listed years:

  96. PAY VERSUS PERFORMANCE

    | Name | 2023 | 2022 | 2021 | 2020 | | Lisa M. Barton | X | N/A | N/A | N/A | | Robert J. Durian | X | X | X | X | | Raja Sundararajan | X | N/A | N/A | N/A | | David A. de Leon | X | X | X | X | | Terry L. Kouba | X | X | X | X | | James H. Gallegos | N/A | X | X | X | | Michael S. Luhrs | N/A | X | N/A | N/A |

  97. PAY VERSUS PERFORMANCE

    (3) The following adjustments were made to Total compensation reported in the Summary Compensation Table (SCT) for each year below to arrive at compensation actually paid to the PEO and the non-PEO NEOs, computed in accordance SEC rules. Amounts below are based on average amounts for the non-PEO NEOs in the year indicated below.

  98. PAY VERSUS PERFORMANCE

    | | 2023 | | | | PEO ($) | Average non-PEO NEOs ($) | | SCT Total | $9,709,782 | $2,593,105 | | Less SCT Grant Date Fair Value of Equity Awards | ($5,191,716) | ($1,208,708) | | Less SCT Change in Pension Value | ($1,354,440) | ($11,739) | | Plus Pension Plan Service Cost During Applicable Year | $35,430 | $3,629 | | +/- Change in Fair Value as of Year-End for Equity Awards Granted in Prior Fiscal Years that Remain Outstanding and Unvested at Year-End | ($954,751) | ($90,887) | | +/- Change in Fair Value as of Vest Date for Equity Awards Granted in Any Prior Year That Vest During Applicable Year (Compared to Fair Value as of Prior Year-End) | ($196,448) | ($18,843) | | + Fair Value as of Year-End for Equity Awards Granted and that Remain Outstanding and Unvested at Year-End | $5,187,291 | $1,216,565 | | Compensation Actually Paid | $7,235,148 | $2,483,122 |

  99. PAY VERSUS PERFORMANCE

    (4) Reflects the Company’s TSR and Peer Group TSR based on the EEI Stock Index. The EEI Stock Index is used to evaluate the Company’s TSR against peers as disclosed in the Compensation Discussion and Analysis and is also set forth in the stock performance graph included in the Company’s annual report for the year ended December 31, 2023. The amounts reported assume $100 was invested, as applicable, in each of the Company and the EEI Stock Index for the period starting December 31, 2019 through the end of the listed year. (5) The Company’s Net Income as reported in its GAAP audited financial statements for the listed year. (6) The Company’s Adjusted EPS as reported for the listed year in its proxy statements. Adjustments to GAAP EPS for 2021, 2022 and 2023 are shown on page 24 in the Compensation Discussion and Analysis. Adjusted EPS in 2020 excludes a gain of $0.02 per share related to credit loss adjustments on a guarantee for an affiliate of Whiting Petroleum Corporation, a gain of $0.02 per share related to a tax valuation allowance adjustment, and a loss of $0.01 per share resulting from a settlement loss for the IPL retirement plan.

  100. Relationship Between Compensation Actually Paid and Financial Performance Measure

    Relationship Between Compensation Actually Paid and Financial Performance Measure Our compensation programs are designed to link executive pay to the financial performance of the Company. As shown below, our executive compensation has a strong link to TSR, Net Income and EPS performance. This strong link is created by our long-term incentive compensation being heavily weighted to TSR and Net Income and our annual incentive compensation being heavily weighted to EPS. Our incentive compensation plan design is discussed further in the Compensation Discussion and Analysis. The following graphs further illustrate the relationship between the pay and performance figures that are included in the pay versus performance tabular disclosure above.

  101. Relationship Between Compensation Actually Paid and Financial Performance Measure

    | | | | | |

  102. 20. What happens if a director nominee does not receive a majority of votes cast?

    20. What happens if a director nominee does not receive a majority of votes cast? Pursuant to our Bylaws, if any nominee for director in an uncontested election (i.e., an election where the number of nominees is not greater than the number of directors to be elected) receives more AGAINST votes than FOR votes, the director nominee is required to offer his or her resignation to the Chair of the Board of Directors following certification of the shareowner vote. The Nominating and Governance Committee will consider such resignation and make a recommendation to the Board as to whether to accept or reject the tendered resignation, or whether other action should be taken. The Board will act on the tendered resignation, taking into account the Nominating and Governance Committee’s recommendation and all other factors deemed relevant, and publicly disclose (by a press release, a filing with the SEC or other broadly disseminated means of communication) its decision regarding the tendered resignation within 90 days from the date of final certification of the shareowner vote. The director who has tendered a resignation pursuant to this provision will not participate in the Nominating and Governance Committee’s or the Board’s deliberations or decision with respect to the tendered resignation. Full details of our majority voting policy are set forth in our Bylaws and on our website at www.alliantenergy.com/investors under the Corporate Governance link.