DEF 14A of Edison International, Mar 14, 2025

DEF 14A of Edison International

Filed Mar 14, 2025 · FY20240001558370-25-003002

Open on EDGAR

  1. Our Director Nominees

    Our Director Nominees The Board, acting on the recommendation of the Nominating and Governance Committee, has nominated 11 persons for election to the Board. All nominees are current directors of the Company, except Jennifer M. Granholm who has been elected to the Board effective April 1, 2025. Vanessa C.L. Chang, a current director, has reached the mandatory retirement age of 72 and will retire from the Board immediately prior to the Annual Meeting.

  2. Our Director Nominees

    | | NAME | AGE | DIRECTOR SINCE | INDUSTRY EXPERIENCE | REPRESENTATION | COMMITTEE MEMBERSHIP | OTHER PUBLIC BOARDS | MANDATORY RETIREMENT | | | Jeanne Beliveau-Dunn Independent | 65 | 2019 | Technology | White/ Female | ● Nominating and Governance ● Safety and Operations | 2 | 2032 | | | Michael C. Camuñez Independent | 56 | 2017 | Law/ Government | Hispanic/ Male/LGBTQ | ● Audit and Finance ● Nominating and Governance | 1* | 2042 | | | Jennifer M. Granholm Independent | 66 | 2025 | Law/ Government | White/ Female | ● Audit and Finance** ● Nominating and Governance** | 0 | 2031 | | | James T. Morris Independent | 65 | 2016 | Insurance | White/ Male | ● Audit and Finance ● Compensation and Executive Personnel ● Pricing | 1 | 2032 | | | Timothy T. O’Toole Independent | 69 | 2017 | Transportation | White/ Male | ● Audit and Finance ● Safety and Operations | 0 | 2028 | | | Pedro J. Pizarro CEO | 59 | 2016 | Electric Utilities | Hispanic/ Male | ● Pricing | 1 | N/A | | | Marcy L. Reed Independent | 62 | 2022 | Electric/ Gas Utilities | White/ Female | ● Audit and Finance ● Safety and Operations | 1 | 2035 | | | Carey A. Smith Independent | 61 | 2019 | Technology/ Engineering | White/ Female | ● Compensation and Executive Personnel ● Safety and Operations | 1 | 2036 | | | Linda G. Stuntz Independent | 70 | 2014 | Law/Utility Regulation | White/ Female | ● Compensation and Executive Personnel ● Nominating and Governance | 0 | 2027 | | | Peter J. Taylor Independent | 66 | 2011 | Finance | African American/Male | ● Compensation and Executive Personnel ● Nominating and Governance | 1* | 2031 | | | Keith Trent Independent | 65 | 2018 | Electric Utilities | White/ Male | ● Audit and Finance ● Safety and Operations | 1 | 2032 |

  3. Our Director Nominees

    | * ** | Includes the board of a fund complex registered as an investment company under Securities and Exchange Commission (“SEC”) rules. Effective April 1, 2025. | | | | | Financial Expert | | Committee Chair |

  4. Our Director Nominees

    | 4 2025 Proxy Statement | www.edison.com/investors |

  5. Director Skills Matrix

    Director Skills Matrix The Board believes our director nominees have the appropriate mix of experience, skills and attributes to effectively oversee our operations, risks and long-term strategy. All of our director nominees have strong leadership experience, a reputation for integrity, honesty and adherence to high ethical standards, and have demonstrated business acumen, experience and ability to exercise sound judgment as a director of the Company. The matrix below identifies specific areas of experience, skills and attributes important to the Company and reflected on the Board and each director nominee who brings these to the Company.

  6. Director Skills Matrix

    | | BELIVEAU-DUNN | CAMUÑEZ | GRANHOLM | MORRIS | O’TOOLE | PIZARRO | REED | SMITH | STUNTZ | TAYLOR | TRENT | | CORE SKILLS | | | | | | | | | | | | | Leadership | | | | | | | | | | | | | Risk Management | | | | | | | | | | | | | Strategic Planning | | | | | | | | | | | | | Regulatory | | | | | | | | | | | | | Workforce/Talent Management | | | | | | | | | | | |

  7. Director Skills Matrix

    | INDIVIDUAL SKILLS | | | | | | | | | | | | | Safety | | | | | | | | | | | | | Operations | | | | | | | | | | | | | Capital Markets | | | | | | | | | | | | | Utility Industry | | | | | | | | | | | | | Legal/Public Policy | | | | | | | | | | | | | Cybersecurity | | | | | | | | | | | | | Technology & Innovation | | | | | | | | | | | | | Financial Expertise* | | | | | | | | | | | | | Environmental & Sustainability | | | | | | | | | | | | | Engineering & Science | | | | | | | | | | | | | Corporate Governance | | | | | | | | | | | | | Public Company CEO | | | | | | | | | | | | | SCE/CA Utility Customer | | | | | | | | | | | |

  8. Director Skills Matrix

    * Meets the criteria for an “audit committee financial expert” under SEC rules.

  9. Director Skills Matrix

    | www.edison.com/investors | 2025 Proxy Statement 5 |

  10. Board Characteristics

    Board Characteristics Our director nominees are diverse in representation, with gender parity among independent directors, and have skills, experiences and tenures to bring a variety of perspectives to strategic, financial and operational deliberations.

  11. Director Biographies

    Director Biographies The biographies below describe each director nominee’s business and public company board experience for at least the past five years, the qualifications and attributes that caused the Board to determine that each nominee should serve as a director, and other relevant information such as age and Board committee service. The age provided for each nominee is as of March 14, 2025. While each nominee’s entire range of experience and skills is important, particular experience that contributes to the effectiveness of the Board is identified below.

  12. Director Biographies

    | | JEANNE BELIVEAU-DUNN | AGE: 65 | | | REASON FOR NOMINATION Ms. Beliveau-Dunn has more than 30 years of experience as a technology executive and a transformational leader with experience in building and managing large scale infrastructure, cybersecurity, compute, cloud, networking, services and marketing operations, personnel management, and employee and leadership development. Her experience managing a large workforce, building network operations and security teams, and building infrastructure and efficiency through technology and process is valuable to the Board’s and Safety and Operations Committee’s oversight of cybersecurity issues facing the Company. She is also experienced in ESG matters, compensation, financial review, acquisitions, and risk and resiliency management. As a California resident, Ms. Beliveau-Dunn also provides the perspective of a utility customer impacted by California’s wildfires and regulatory environment. PROFESSIONAL HIGHLIGHTS ● CEO and President, Claridad LLC, a software and services company focused on security, automation, and the internet of things (“IoT”) (2018-present) ● Held a variety of management positions during 22-year career at Cisco Systems, a global security, networking and technology company (1996-2018), including Vice President and General Manager services and products, operations and strategy lead for services, Senior Director of product marketing and founder/leader of its internet business solutions group; also built and operated centers of excellence and created learning and knowledge practices for millions of users, and innovation practices for scale ● President, IoT Talent Consortium, a membership-driven, non-profit organization (2016-2018) ● Fellow, National Association of Corporate Directors OTHER BOARD SERVICE ● Director, Columbus McKinnon (2020-present) ● Director, Xylem, Inc. (2017-present) ● Director, Crewdle (2022-present) ● Director, Sykes Enterprises (2021) | | | DIRECTOR SINCE: 2019 BOARD COMMITTEES: Nominating and Governance Safety and Operations EDUCATION: B.S., University of Massachusetts Executive M.B.A., Massachusetts Institute of Technology (“MIT”) | | |

  13. Director Biographies

    | 6 2025 Proxy Statement | www.edison.com/investors |

  14. Director Biographies

    | | MICHAEL C. CAMUÑEZ | AGE: 56 | | | REASON FOR NOMINATION Mr. Camuñez brings a broad government, legal, public policy and public affairs background relevant to the Company’s business and strategy. He has extensive experience advising boards and companies in regulated industries on corporate strategy, compliance, safety and operational risks, government relations and business development. A nationally recognized Latino civic and business leader in California, Mr. Camuñez is deeply connected to the diverse communities served by SCE. His service on the California Resources Agency’s Pathways to 30x30 Advisory Committee and philanthropic work with organizations like the Packard Foundation have enabled him to focus on strategies related to climate change and conservation in California and globally, which complement the Company’s strategic mission. As a California resident, Mr. Camuñez also provides the perspective of a utility customer impacted by California’s wildfires and regulatory environment. PROFESSIONAL HIGHLIGHTS ● President and CEO, Monarch Global Strategies, a binational strategic advisory firm to companies doing business in emerging economies, with an emphasis on Mexico (2013-present) ● U.S. Assistant Secretary of Commerce, International Trade Administration of the U.S. Department of Commerce (2010-2013) ● Special Counsel to the President and Special Assistant to the President (2009-2010); managed senior appointments to President Obama’s cabinet ● Former Partner of O’Melveny & Myers LLP and Manatt, Phelps & Phillips LLP in Southern California ● Member, California Natural Resources Agency’s Pathways to 30x30 Advisory Committee convened to help inform the state’s strategies to conserve 30% of California’s land and coastal waters by 2030 (2021-2022) OTHER BOARD SERVICE ● Director of five mutual funds in the American Funds family advised by the Capital Group (2019-present) ● Trustee, Stanford University; audit, compliance and risk committee chair ● Director, Amplify Education, Inc. (2020-present); compensation and talent committee chair ● Trustee, The David and Lucile Packard Foundation (2018-present) ● Director, Pacific Council on International Policy (2014-present) | | | DIRECTOR SINCE: 2017 BOARD COMMITTEES: Audit and Finance Nominating and Governance EDUCATION: B.A., Harvard University J.D., Stanford Law School | | |

  15. Director Biographies

    | | JENNIFER M. GRANHOLM | AGE: 66 | | | REASON FOR NOMINATION Ms. Granholm brings extensive experience advancing clean energy solutions and deploying zero-carbon technologies from her prior service as U.S. Secretary of Energy and Governor of Michigan. As Secretary of Energy, she led a workforce of approximately 110,000 employees and oversaw $200 billion of U.S. investments into companies and projects to accelerate the clean energy transition. She also brings a strong background in cybersecurity and protection of the power grid and electric utilities. Under her leadership, the Department of Energy invested heavily in cybersecurity tools and technologies to strengthen the resilience of U.S. energy infrastructure. In her two terms as Governor, Ms. Granholm spearheaded Michigan’s economic recovery after the Great Recession by diversifying the state’s economy to focus on clean energy and revitalizing the auto industry to build electric vehicles. Ms. Granholm also brings the perspective of a California resident and utility customer in light of California’s carbon neutrality goals and regulatory environment. PROFESSIONAL HIGHLIGHTS ● U.S. Secretary of Energy, Department of Energy (2021-January 2025); restructured the DOE to focus on research and development of cutting-edge clean energy technologies to help achieve federal net-zero goals ● Distinguished Professor of Practice at the Goldman School of Public Policy, School of Law, at University of California, Berkeley (2011-2021); focused on the intersection of law, clean energy, manufacturing, policy, and industry ● Held a variety of government and legal positions during 22-year career with the State of Michigan, including Governor (2003-2011) and Attorney General (1999-2003) OTHER BOARD SERVICE ● Previously served as a director of Dow Chemical, Talmer Bank, Proterra, Techtonic and Fincantieri Marinette Marine | | | DIRECTOR EFFECTIVE: April 1, 2025 BOARD COMMITTEES:* Audit and Finance Nominating and Governance EDUCATION: B.A., University of California, Berkeley J.D., Harvard University | | |

  16. Director Biographies

    *Effective April 1, 2025.

  17. Director Biographies

    | www.edison.com/investors | 2025 Proxy Statement 7 |

  18. Director Biographies

    | | JAMES T. MORRIS | AGE: 65 | | | REASON FOR NOMINATION Mr. Morris has significant business and chief executive leadership experience in a highly regulated industry and provides expertise on insurance issues that impact the Company. He brings strategic planning, risk management, workforce management and financial analysis experience from 40 years of service at Pacific Life, which is particularly valuable to our Audit and Finance and Compensation and Executive Personnel Committees. Mr. Morris also provides the perspective of a Southern California resident impacted by California’s wildfires and regulatory environment, and an executive of a Fortune 500 business headquartered and doing business in the local markets served by SCE. PROFESSIONAL HIGHLIGHTS ● Chairman, President and CEO, Pacific Life Insurance Company (2007-2022) ● Held a variety of management positions during 40-year career at Pacific Life, including Chief Operating Officer, Executive Vice President and Chief Insurance Officer, and Senior Vice President, Individual Insurance OTHER BOARD SERVICE ● Director, Lincoln National Corporation (March 2025-present) ● Director, Rady Children’s Hospital (2017-present) ● Chairman and a trustee of the Pacific Select Fund and the Pacific Funds Series Trust, which are part of the Pacific Life Mutual Fund Complex (2007-2022) ● Director, Pacific Mutual Holding Company (2007-2023) ● Director and chair of the American Council of Life Insurers, the nation’s principal life insurance company trade association (2012-2013) | | | DIRECTOR SINCE: 2016 BOARD COMMITTEES: Audit and Finance (Chair) Compensation and Executive Personnel Pricing EDUCATION: B.A., University of California, Los Angeles | | |

  19. Director Biographies

    | | TIMOTHY T. O’TOOLE | AGE: 69 | | | REASON FOR NOMINATION Mr. O’Toole provides public company chief executive leadership experience in a regulated, capital-intensive industry. His operational experience in safety, risk management and crisis management are particularly relevant to the oversight of our business and strategy and his leadership role as Chair of the Safety and Operations Committee. Mr. O’Toole brings extensive safety expertise through his work experience and as a director of the National Safety Council, and has been recognized as a safety leader in both the United States and internationally. He has decades of direct management experience of a large workforce in industries where worker and public safety are critical. PROFESSIONAL HIGHLIGHTS ● CEO, First Group plc, a transportation company that provides rail and bus services in the United Kingdom and North America (2010-2018) ● Managing Director, London Underground (2003-2009); led the response to the 2005 terrorist bombing attacks for which he was awarded the honor of a Commander of the Most Excellent Order of the British Empire (CBE) from Queen Elizabeth II ● Served in various senior management roles during 20-year career at Consolidated Rail Corporation, including as President and CEO OTHER BOARD SERVICE ● Director, First Group plc (2009-2018) and CSX Corporation (2008-2017) ● Director, National Safety Council (2017-2023) | | | DIRECTOR SINCE: 2017 BOARD COMMITTEES: Audit and Finance Safety and Operations (Chair) EDUCATION: B.A., LaSalle University J.D., University of Pittsburgh School of Law | | |

  20. Director Biographies

    | 8 2025 Proxy Statement | www.edison.com/investors |

  21. Director Biographies

    | | PEDRO J. PIZARRO | AGE: 59 | | | REASON FOR NOMINATION Mr. Pizarro provides in-depth knowledge of the Company’s business, experienced industry leadership, safety and operations, workforce management, cybersecurity and technology, business resiliency and strategic planning experience and background. His leadership and experience dealing with difficult challenges at EIX, SCE and Edison Mission Energy (“EME”) add value to the Board. Mr. Pizarro also brings the experience and perspective of a director of several industry-related associations. PROFESSIONAL HIGHLIGHTS ● President and CEO, EIX (2016-present) ● President, SCE (2014-2016) ● President, EME, an indirect subsidiary of EIX until the sale of its principal assets in 2014 (2011-2014) ● Held a variety of management positions during 25-year career at EIX, SCE and EME, including Executive Vice President responsible for SCE's transmission and distribution system, power procurement and generation, Vice President and Senior Vice President of Power Procurement, and Vice President of Strategy and Business Development ● Senior Engagement Manager at McKinsey & Company prior to joining the Company OTHER BOARD SERVICE ● Director, 3M Company (2023-present) ● Director, Edison Electric Institute (2016-present; chair from 2023-2024) ● Co-chair, Electricity Subsector Coordinating Council (2023-present; member since 2016); coordinates with U.S. government and electric power sector to prepare for, and respond to, national-level disasters or threats to critical infrastructure ● Trustee, California Institute of Technology (2018-present) ● Advisory Board, U.S. Secretary of Energy (2019-2021) | | | DIRECTOR SINCE: 2016 BOARD COMMITTEES: Pricing (Chair) EDUCATION: A.B., Harvard University Ph.D., California Institute of Technology | | |

  22. Director Biographies

    | | MARCY L. REED | AGE: 62 | | | REASON FOR NOMINATION Ms. Reed brings extensive utility operations, safety, energy policy and ESG experience from her leadership at National Grid, where she was responsible for ensuring safe and reliable electricity and gas distribution services were provided to over six million people throughout Massachusetts. She also directed strategic energy policy development at National Grid supporting broad energy network investment and climate change mitigation initiatives, which is particularly relevant to our strategy and operations in California’s regulatory environment. Ms. Reed also provides financial expertise as a Certified Public Accountant with experience in public accounting and corporate finance. This experience provides additional value to our Audit and Finance and Safety and Operations Committees. PROFESSIONAL HIGHLIGHTS ● President, National Grid plc's Massachusetts business and Executive Vice President of U.S. Policy and Social Impact (2011-2021); responsible for the gas and electricity business in Massachusetts, including operational, customer service, financial and reputational outcomes; led energy policy development for the U.S. business and the effective implementation of National Grid's social mobility platform ● Held a variety of management positions during 32-year career at National Grid, including in finance, merger integration, corporate affairs, business operations, and investor relations ● Senior Auditor at Coopers & Lybrand LLP prior to joining National Grid OTHER BOARD SERVICE ● Director, Clean Harbors, Inc. (2021-present), audit committee chair ● Director, Qualus Power Services (2021-present), audit committee chair ● Trustee, Northeastern University (2017-present) ● Director, Blue Cross Blue Shield of Massachusetts (2016-present) | | | DIRECTOR SINCE: 2022 BOARD COMMITTEES: Audit and Finance Safety and Operations EDUCATION: A.B., Dartmouth College M.S., Northeastern University Certified Public Accountant | | |

  23. Director Biographies

    | www.edison.com/investors | 2025 Proxy Statement 9 |

  24. Director Biographies

    | | CAREY A. SMITH | AGE: 61 | | | REASON FOR NOMINATION Ms. Smith brings the perspective of a public company chief executive officer at Parsons, which was headquartered in Southern California until 2019 and continues to have key programs throughout the state. Her understanding of the impact of California’s regulatory landscape on SCE’s business customers contributes to the Board’s effective oversight of key issues confronting the electric utility industry. Ms. Smith brings strategic planning experience related to the acquisition and integration of technology businesses. Her operational experience in safety-intensive environments provides an important perspective to the Board and its Safety and Operations Committee. Ms. Smith also brings a strong background in cybersecurity through her aerospace and defense industry experience and is a certified cybersecurity governance professional by the National Association of Corporate Directors (“NACD”). She is certified as a cybersecurity governance professional. PROFESSIONAL HIGHLIGHTS ● Chair, President and CEO, Parsons Corporation, a disruptive technology provider for global defense, intelligence and critical infrastructure markets; served as President since 2019, CEO since 2021, and Chair since April 2022 ● Chief Operating Officer, Parsons (2018-2021) and President of Parsons' Federal Solutions business (2016-2018) ● Held progressive leadership roles at Honeywell International Inc. (2011-2016), including President of the Defense and Space business unit, Vice President of Honeywell Aerospace Customer and Product Support, and President of Honeywell Technology Solutions, Inc. ● Held several leadership roles at Lockheed Martin Corporation (1985-2011) OTHER BOARD SERVICE ● Director, Parsons Corporation (2020-present) and NN, Inc. (2017-2019) ● Director, Professional Services Council (2020-present) | | | DIRECTOR SINCE: 2019 BOARD COMMITTEES: Compensation and Executive Personnel Safety and Operations EDUCATION: B.S., Ohio Northern University M.S., Syracuse University Honorary doctorate, Ohio Northern University | | |

  25. Director Biographies

    | | LINDA G. STUNTZ | AGE: 70 | | | REASON FOR NOMINATION Ms. Stuntz’s utility, environmental law and public policy experience is particularly relevant to the Company’s business. During her time at the U.S. Department of Energy, she held positions that focused on issues related to global climate change and energy-related measures to minimize GHG emissions, key issues that impact the Company. Ms. Stuntz’s corporate governance experience from her prior service on other public company boards and as a member of our Nominating and Governance Committee since 2014 informs her leadership as Committee Chair. She brings ESG and safety experience from her private industry work with utilities and energy companies, as a director of public companies in industries with environmental and safety concerns, and from serving as Chair of our Nominating and Governance Committee and previously serving on our Safety and Operations Committee from 2014 to 2021. PROFESSIONAL HIGHLIGHTS ● Partner, Stuntz, Davis & Staffier, P.C. (1995-2018); specialized in energy and environmental regulation ● Deputy Secretary and other senior policy positions, U.S. Department of Energy (1989-1993); principal role in the development and enactment of the Energy Policy Act of 1992 ● Associate Minority Counsel and Minority Counsel, Energy and Commerce Committee of the U.S. House of Representatives (1981-1987) OTHER BOARD SERVICE ● Senior Advisor, Center for Strategic and International Studies (2019-present) ● Advisory Board, Boston Consulting Group Center for Energy Impact (2024-present) ● Director, Land Trust of Virginia (January 2025-present) ● Senior Fellow, Mission Possible Partnership, an alliance of climate leaders (2023-2024) ● Chair, External Advisory Committee of MIT’s Future of Storage (2018-2022); study reported on key storage technologies for electricity systems that rely on variable renewable energy resources ● Director, Royal Dutch Shell plc (2011-2020), Raytheon Company (2005-2016), Schlumberger, Ltd. (1993-2010) and American Electric Power Company (1993-2004) | | | DIRECTOR SINCE: 2014 BOARD COMMITTEES: Compensation and Executive Personnel Nominating and Governance (Chair) EDUCATION: B.A., Wittenberg University J.D., Harvard University | | |

  26. Director Biographies

    | 10 2025 Proxy Statement | www.edison.com/investors |

  27. Director Biographies

    | | PETER J. TAYLOR | AGE: 66 | | | REASON FOR NOMINATION Mr. Taylor provides finance and public policy experience, which is particularly relevant to the Company’s infrastructure investment strategy and highly regulated business. He also brings capital markets experience from his investment banking career. At the University of California, Mr. Taylor had direct responsibility for risk management, accounting and financial reporting. He also brings safety experience from his years as a senior executive of the University of California, which launched the “Be Smart About Safety” campaign across all campuses during his tenure, and in his oversight role as a member of the Board of Trustees of the California State University. As a California resident with extensive professional experience in the state, Mr. Taylor also understands the perspective of utility customers impacted by California’s wildfires and regulatory environment. Mr. Taylor’s leadership qualities, capital markets experience, public policy insights and understanding of the Company’s strategy, business and regulatory landscape provide value as independent Chair of the Board. PROFESSIONAL HIGHLIGHTS ● President, ECMC Foundation, a nonprofit corporation dedicated to improving educational outcomes for students from underserved backgrounds (2014-2023) ● Executive Vice President and Chief Financial Officer, University of California system (2009-2014); oversaw all aspects of financial management at the ten campuses and the five academic medical centers ● 15 years in municipal finance banking for Lehman Brothers and Barclays Capital prior to joining the University of California OTHER BOARD SERVICE ● Trustee, Western Asset Fund Complex (2019-present) ● Director, 23andMe Holding Co. (2021-2024) ● Director, Pacific Mutual Holding Company (2016-present) ● Director, The Ralph M. Parsons Foundation (2015-present) ● Member, Board of Governors, The Huntington (2024-present) ● Member, Board of Trustees of the California State University system (2015-2021); chaired educational policy committee and finance committee ● Previously served as chair of UCLA Foundation and chair of UCLA task force on African American Admissions | | | DIRECTOR SINCE: 2011 BOARD COMMITTEES: Compensation and Executive Personnel Nominating and Governance EDUCATION: B.A., University of California, Los Angeles M.A., Claremont Graduate University | | |

  28. Director Biographies

    | | KEITH TRENT | AGE: 65 | | | REASON FOR NOMINATION Mr. Trent provides extensive utility operations, strategic planning, legal and safety experience as an executive of one of the largest electric power companies in the U.S., where he had direct management responsibility for the internal audit function, Sarbanes-Oxley processes, financial operations of four electric utilities, and the health and safety of a large workforce. His utility operational experience in, and perspective on, regulation, risk management, safety and cybersecurity are particularly relevant to our business and the regulatory framework in which SCE operates. This experience is particularly valuable to our Audit and Finance and Safety and Operations Committees, and supports his role as the Board’s liaison to the Company’s cybersecurity oversight group (see page 22). PROFESSIONAL HIGHLIGHTS ● Held a variety of senior management positions at Duke Energy Corporation (2005-2015), including as Executive Vice President of Grid Solutions and Regulated Utilities and as General Counsel, with responsibility for long-term grid strategy, four regulated utilities, electric transmission, regulated fossil-fuel and hydro generation, health, safety and environment, fuel and system optimization, central engineering and services, corporate strategy, government relations, corporate communications, technology initiatives, legal, internal audit and compliance, and commercial businesses operating in domestic and international retail and wholesale competitive markets ● Held positions with Duke Energy (2002-2005) as lead litigator with responsibility for major litigation and government investigations ● Practiced law for 15 years before joining Duke Energy OTHER BOARD SERVICE ● Director, Capital Power Corporation (2017-present); chair of health, safety and environment committee ● Director, TRC Companies, Inc. (2016-present) | | | DIRECTOR SINCE: 2018 BOARD COMMITTEES: Audit and Finance Safety and Operations EDUCATION: B.S., Southern Methodist University J.D., University of Texas School of Law | | |

  29. Director Biographies

    | www.edison.com/investors | 2025 Proxy Statement 11 |

  30. Director Compensation Table – Fiscal Year 2024

    Director Compensation Table – Fiscal Year 2024

  31. Director Compensation Table – Fiscal Year 2024

    | | | | Change in | | | | | | | Pension | | | | | | | Value and | | | | | Fees | | Non-Qualified | | | | | Earned | | Deferred | | | | | or Paid | Stock | Compensation | All Other | | | | in Cash | Awards(1)(2) | Earnings(3) | Compensation(4) | Total | | Name | ($) | ($) | ($) | ($) | ($) | | Jeanne Beliveau-Dunn | 127,500 | 177,540 | — | 209 | 305,249 | | Michael C. Camuñez | 127,500 | 177,540 | — | 10,000 | 315,040 | | Vanessa C.L. Chang | 147,500 | 177,540 | — | 10,000 | 335,040 | | James T. Morris | 152,500 | 177,540 | — | 10,000 | 340,040 | | Timothy T. O’Toole | 147,500 | 177,540 | — | 5,000 | 330,040 | | Marcy L. Reed | 127,500 | 177,540 | — | 10,000 | 315,040 | | Carey A. Smith | 127,500 | 177,540 | — | 2,500 | 307,540 | | Linda G. Stuntz | 147,500 | 177,540 | — | 5,000 | 330,040 | | Peter J. Taylor | 220,000 | 270,009 | — | 10,000 | 500,009 | | Keith Trent | 127,500 | 177,540 | — | 10,000 | 315,040 |

  32. Director Compensation Table – Fiscal Year 2024

    | (1) The amounts reported for stock awards reflect the aggregate grant date fair value of those awards computed in accordance with FASB ASC Topic 718. For a discussion of the assumptions and methodologies used to calculate the amounts reported, see Note 9 (Compensation and Benefit Plans) to the Consolidated Financial Statements included as part of the EIX and SCE combined Annual Report on Form 10-K for the year ended December 31, 2024 (the “2024 Annual Report”). The assumptions and methodologies used to calculate the grant date fair value of deferred stock units were the same as those discussed in such Note 9 for calculating the grant date fair value of restricted stock units. |

  33. Director Compensation Table – Fiscal Year 2024

    | (2) Each non-employee director, other than Mr. Taylor, was granted a total of 2,496 shares of EIX Common Stock or fully vested deferred stock units on April 25, 2024. Mr. Taylor was granted 2,496 shares of EIX Common Stock in connection with his re-election to the Board and 1,300 shares of EIX Common Stock in connection with his re-appointment as Chair of the EIX Board, for a total grant of 3,796 shares on April 25, 2024. Each share or deferred stock unit granted to each non-employee director had a value of $71.13 on the grant date. None of the non-employee directors had unvested stock units as of December 31, 2024. We have not granted stock options to our non-employee directors since 2009. None of the non-employee directors had EIX stock options outstanding as of December 31, 2024. |

  34. Director Compensation Table – Fiscal Year 2024

    | (3) For 2024, non-employee directors did not have any interest on deferred compensation account balances considered under SEC rules to be at above-market rates. |

  35. Director Compensation Table – Fiscal Year 2024

    | (4) EIX has a matching gift program that provides dollar-for-dollar matching gifts of at least $25 up to a prescribed maximum amount per calendar year for employees and directors. Most tax-exempt public charities under section 501(c)(3) of the Internal Revenue Code and U.S. governmental subdivisions as provided by section 170(c)(1) of the Internal Revenue Code are eligible for matching gifts; exceptions include political organizations, organizations that discriminate, and religious and fraternal organizations that serve only their membership. The amounts in this column reflect matching gifts made by EIX pursuant to this program for 2024 gifts by directors. EIX matches each director’s aggregate contributions up to $10,000 per calendar year to eligible organizations. Under the Director Matching Gift Program, matching amounts for non-cash gifts are determined based on the value of the gift on the date given by the director. For purposes of determining the date on which a gift of publicly traded stock is given, the date is based on the date that stock ownership transfers to the organization. |

  36. Determination of Director Compensation

    Determination of Director Compensation The Board makes all decisions regarding director compensation. These decisions are usually made after receiving recommendations from the Compensation and Executive Personnel Committee. The Committee makes its recommendations after receiving input from its independent compensation consultant and management. The Committee retained Pay Governance LLC (“Pay Governance”) to evaluate and make recommendations regarding director compensation for 2024. Pay Governance’s assistance included helping the Committee identify industry trends and norms for director compensation, reviewing and identifying peer group companies, and evaluating director compensation data for these companies. Management’s input focuses on legal, compliance, and administrative issues. After reviewing relevant information, the Board decided to not increase director compensation in 2024.

  37. Determination of Director Compensation

    | 26 2025 Proxy Statement | www.edison.com/investors |

  38. Directors, Director Nominees and Executive Officers

    Directors, Director Nominees and Executive Officers The following table shows the number of shares of EIX Common Stock beneficially owned as of March 6, 2025 by each of our directors, director nominees, and officers named in the Summary Compensation Table (“NEOs”), and our current directors and executive officers as a group. None of the persons in the table beneficially owns any other equity securities of EIX or its subsidiaries. The table includes shares that the individual has a right to acquire through May 5, 2025.

  39. Directors, Director Nominees and Executive Officers

    | | | Deferred | | Common | Total Shares | | | | | Stock | Stock | Stock | Beneficially | Percent | | Name of Beneficial Owner | Category | Units(1) | Options | Shares(2) | Owned(3) | of Class(4) | | Jeanne Beliveau-Dunn | Director/Nominee | — | — | — | — | * | | Michael C. Camuñez | Director/Nominee | 10,847 | — | — | 10,847 | * | | Vanessa C.L. Chang | Director | 9,774 | — | 6,924 | 16,698 | * | | Jennifer M. Granholm | Director-Elect/Nominee | — | — | — | — | * | | James T. Morris | Director/Nominee | 2,374 | — | 1,681 | 4,055 | * | | Timothy T. O’Toole | Director/Nominee | 10,317 | — | 5,000 | 15,317 | * | | Pedro J. Pizarro | Director/Nominee/NEO | — | 2,599,512 | 223,113 | 2,822,625 | * | | Marcy L. Reed | Director/Nominee | — | — | — | — | * | | Carey A. Smith | Director/Nominee | — | — | 2,907 | 2,907 | * | | Linda G. Stuntz | Director/Nominee | 1,614 | — | 9,409 | 11,023 | * | | Peter J. Taylor | Director/Nominee | — | — | 32,372 | 32,372 | * | | Keith Trent | Director/Nominee | 716 | — | 16,168 | 16,884 | * | | Maria Rigatti | NEO | — | 620,478 | 77,494 | 697,972 | * | | Adam S. Umanoff | NEO | — | 360,616 | 58,226 | 418,842 | * | | Steven D. Powell | NEO | — | 211,631 | 35,897 | 247,528 | * | | Caroline Choi | NEO | — | 169,297 | 29,472 | 198,769 | * | | Directors, Director Nominees and Executive Officers as a Group (20 individuals) | | 35,641 | 4,141,816 | 556,922 | 4,734,379 | 1.2% |

  40. Directors, Director Nominees and Executive Officers

    | (1) In accordance with SEC rules, the reported number consists only of deferred stock units that could be settled in shares of EIX Common Stock within 60 days at the director’s discretion under the payment elections previously made by the director under the EIX Director Deferred Compensation Plan (for example, a director who elected settlement of deferred stock units upon retirement could retire). However, all deferred stock units held by a director count toward the stock ownership requirement for directors. |

  41. Directors, Director Nominees and Executive Officers

    In addition to the deferred stock units reported in this table, Messrs. Camuñez, Morris and O’Toole hold 10,554, 20,048 and 10,554 fully vested deferred stock units, and Mses. Beliveau-Dunn, Chang, Reed, Smith and Stuntz hold 13,781, 49,650, 8,059, 11,345 and 19,232 fully vested deferred stock units, respectively. These additional deferred stock units will also be settled in shares of EIX Common Stock, but in accordance with SEC rules are not included in the table because they cannot be settled in shares of EIX Common Stock within 60 days at the director’s discretion.

  42. Directors, Director Nominees and Executive Officers

    | (2) Except as follows, each individual has sole voting and investment power. Shared voting and sole investment power: Ms. Rigatti 57,322; Mr. Umanoff 5,467; all directors and executive officers as a group 88,436. |

  43. Directors, Director Nominees and Executive Officers

    | (3) Includes shares listed in the three columns to the left. |

  44. Directors, Director Nominees and Executive Officers

    | (4) Each individual beneficially owns less than 1% of the shares of EIX Common Stock. |

  45. Directors, Director Nominees and Executive Officers

    | www.edison.com/investors | 2025 Proxy Statement 27 |

  46. Elements and Objectives of Total Direct Compensation(2)

    | Base Salary | | Annual Cash Incentives | | Long-Term Equity Opportunities | | Establish a pay foundation to attract and retain highly qualified executives | | Focus executives’ attention on specific safety, operational, financial and strategic objectives of the Company that we believe will increase long-term shareholder value and benefit our customers | | Directly align executive pay with long-term shareholder value and ensure that executives are focused on operating a financially strong organization for the benefit of our customers | | | | | | | | Form | | Key Objective | | % of LTI Grant Value | | Performance Shares (TSR metric) | | Reward strong total shareholder return (“TSR”) performance compared to peers | | 25% | | Performance Shares (EPS metric) | | Reward core earnings(3) per share (“EPS”) performance compared to pre-established targets | | 25% | | Stock Options | | Provide significant incentive to create value for shareholders since value is only realized if share price appreciates | | 25% | | Restricted Stock Units | | Encourage retention and stock ownership, with value tied to absolute shareholder return | | 25% |

  47. Elements and Objectives of Total Direct Compensation(2)

    | 2 | In this CD&A, “total direct compensation” or “TDC” means the sum of base salary, the actual annual incentive award paid for the year and the grant date fair value of the long-term incentive (“LTI”) awards (each disclosed in the Summary Compensation Table) for the NEO for the year. “% of LTI Grant Value” means the percentage of the total grant date fair value of each NEO’s LTI awards for the year allocated to that form of LTI. |

  48. Pay-for-Performance Philosophy

    | 4 | “Long-Term Equity Opportunity” refers to the grant date fair value of long-term incentive awards for the particular year. |

  49. Pay-for-Performance Philosophy

    | 5 | In this CD&A, “target total direct compensation” means the sum of the NEO’s salary, target annual incentive award, and grant date fair value of long-term incentive awards for the particular year. |

  50. Shareholder Communication and Compensation Program Changes for 2025

    | ● | We amended our 2008 Executive Severance Plan in 2024 to require shareholder approval for cash severance payments to executive officers that exceed 2.99x the sum of base salary and target annual cash incentive. |

  51. Shareholder Communication and Compensation Program Changes for 2025

    | ● | Beginning with 2025 grants, performance for EPS Performance Shares will be measured using EIX’s three-year core cumulative EPS for a three-year performance period. |

  52. Shareholder Communication and Compensation Program Changes for 2025

    | ● | Beginning with 2025 grants, the start of the 36-month performance period for TSR Performance Shares will shift to align with the grant date (i.e., it will begin on March 1 of the year of grant instead of January 1). |

  53. Annual Incentive Awards

    Annual Incentive Awards The annual incentive awards of our NEOs are based on achieving safety, financial, and operational goals tied to the key elements of our vision and strategy, which has ESG at its core. See ESG Oversight for additional information on ESG issues we prioritize through our annual goals. The annual goals approved by the Committee are particularly important drivers of Company performance because they are used to determine annual incentive awards for nearly all of our exempt employees, not just NEOs. The 2024 annual incentive award target value under the EIX Executive Incentive Compensation Plan (“EICP”) for each NEO was set as a percentage of the NEO’s base salary (the “Annual Incentive Target %”). The Committee increased the 2024 Annual Incentive Target % for Mr. Umanoff by 5 percentage points to maintain alignment with the market median for his position. The 2024 Annual Incentive Target % for each of the other NEOs remained unchanged from 2023. The minimum annual incentive award is $0, and the maximum award is 200% of target, in alignment with standard practice. The actual 2024 payouts to NEOs were determined by the Committee based on both corporate performance and the NEO’s individual performance for the year. The EICP requires that an executive be employed on the date awards are paid in order to receive the award or the award is forfeited, except in cases of death or retirement.

  54. Annual Incentive Awards

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  55. Annual Incentive Awards

    The corporate performance factor is based on performance with respect to the goals established in February 2024 by the Committee. Nearly all goals were based on the achievement of objectively measurable performance against pre-established quantitative success measures, with minimum, target, and maximum performance metrics. Only 11% of the target weighting was allocated to qualitative success measures. Over the years, the Committee has increased the weighting of corporate performance factors relating to safety and resiliency goals under our annual incentive plan, as reflected in the following table.

  56. Progression of Annual Incentive Plan Safety Goals

    Progression of Annual Incentive Plan Safety Goals

  57. Progression of Annual Incentive Plan Safety Goals

    | | 2018 | 2019 | 2020 | 2021 | 2022-2024 | | Total Target Weighting of Safety and Resiliency Goals | 10% | 30% | 45% | 50% | 55% for SCE 50% for EIX |

  58. Progression of Annual Incentive Plan Safety Goals

    In addition, the Committee established an overarching goals framework whereby the goals must be achieved while living the Company’s values, which include safety. Safety and compliance are therefore foundational and events such as fatalities or significant non-compliance issues can result in the reduction or elimination of annual incentive awards for all or some plan participants, depending upon the Committee’s assessment of the circumstances. Consistent with prior years, separate 2024 goals were established for EIX and SCE. However, as is reflected in the corporate performance scoring matrices below, since EIX’s primary operating business is SCE, there was significant overlap in the goals for the two companies. The EIX corporate performance factor applies to the annual incentive awards for all NEOs other than Mr. Powell. The SCE corporate performance factor applies to Mr. Powell’s annual incentive award. In February 2025, the Committee determined the score achieved for each 2024 performance measure. Based on 2024 performance, the corporate performance factors for EIX and SCE were 95% and 97% of target, respectively. These factors were determined by adding the Actual Scores in the respective corporate performance scoring matrix below. The Committee decided not to exercise its discretion to increase or decrease the corporate performance factor from the amount determined by application of the scoring matrix.

  59. 2024 Corporate Performance Scoring Matrix – Goal Categories

    | (1) The potential Actual Score for each goal category (other than Foundational Goals, which can result in the reduction or elimination of annual incentive awards for 2024 for all or some plan participants, depending upon the Committee’s assessment of the circumstances) ranges from zero to twice the Target Score for the goal category. The potential total Actual Score is from zero to 200. |

  60. 2024 EIX Corporate Performance Scoring Matrix – Goal Details

    | (3) The Committee is focused on ensuring achievement of EICP goals while living the Company’s values, which include the safety of our employees and the public. See the table in the 2024 Annual Incentive Award Payouts section for additional information on the calculation of the Annual Incentive Award as % of Salary. |

  61. 2024 EIX Corporate Performance Scoring Matrix – Goal Details

    | (5) See footnote 3 on page 35 for information regarding the determination of core earnings. The Committee established the financial performance goal in February 2024. The threshold level of core earnings was set at $1.507 billion (the annual incentive payout may be eliminated if core earnings fall below the threshold). The level at which the financial stability score would be zero and the target and maximum score levels were set at $1.529 billion, $1.884 billion and $2.239 billion, respectively. |

  62. 2024 SCE Corporate Performance Scoring Matrix – Goal Details

    | (3) The SCE Committee is focused on ensuring achievement of EICP goals while living the Company’s values, which include the safety of our employees and the public. See the table in the 2024 Annual Incentive Award Payouts for additional information on the calculation of the Annual Incentive Award as % of Salary. |

  63. 2024 SCE Corporate Performance Scoring Matrix – Goal Details

    | (5) See footnote 3 on page 35 for information regarding the determination of core earnings. The SCE Committee established the financial performance goal in February 2024. The threshold level of core earnings was set at $1.777 billion (the annual incentive payout may be eliminated if core earnings fall below the threshold). The level at which the financial stability score would be zero and the target and maximum score levels were set at $1.999 billion, $2.221 billion and $2.443 billion, respectively. |

  64. 2024 Annual Incentive Award Payouts

    2024 Annual Incentive Award Payouts The Committee determined the annual incentive award for each NEO by multiplying the annual incentive target percentage for the NEO by the applicable corporate performance factor and an individual performance factor. The Committee evaluated both “what” the NEOs achieved and “how” they accomplished those results. The Committee assessed the 2024 performance of all the NEOs as strong or exemplary based on management’s accomplishments in 2024 as reflected in achievement of the corporate performance goals, with distinctions made for the NEOs (other than Messrs. Pizarro and Powell) based on the Committee’s assessment of each individual’s contributions to corporate performance and how they accomplished those results (the “Individual Performance Factor”). For Messrs. Pizarro and Powell, the Committee used an Individual Performance Factor of 100% to align each of their payouts with the corporate performance factor and thereby focus their attention as CEOs on achieving and exceeding corporate goal targets. The following table shows the annual incentive awards paid to our NEOs for 2024 as a percentage of salary and as a percentage of target:

  65. 2024 Annual Incentive Award Payouts

    | | Annual | | | Annual | Annual | | | Incentive | Corporate | Individual | Incentive | Incentive | | | Target as % | Performance | Performance | Award as % | Award as % | | NEOs(1) | of Salary | Factor | Factor | of Salary(2) | of Target(2) | | Pedro J. Pizarro | 135% | 95% | 100% | 128% | 95% | | Maria Rigatti | 85% | 95% | 115% | 93% | 109% | | Adam S. Umanoff | 85% | 95% | 125% | 101% | 119% | | Steven D. Powell | 85% | 97% | 100% | 82% | 97% | | Caroline Choi | 65% | 95% | 105% | 65% | 100% |

  66. 2024 Annual Incentive Award Payouts

    | (1) The percentages (%) in this table have been rounded to the nearest whole percentage point. |

  67. 2024 Annual Incentive Award Payouts

    | (2) The 2024 annual incentive award for each NEO was based on the annual base salary rate for the NEO that was approved by the Committee effective mid-February 2025. Each NEO’s actual annual incentive award payout was determined by multiplying the NEO’s target annual incentive by the corporate performance factor and by the NEO’s Individual Performance Factor. Target and actual annual incentive awards for our NEOs for 2024 are shown in the Grants of Plan-Based Awards Table and the Summary Compensation Table, respectively. |

  68. 2024 Annual Incentive Award Payouts

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  69. Long-Term Incentive Awards

    Long-Term Incentive Awards

  70. Long-Term Incentive Awards

    | The discussion in this section of the Proxy Statement, as well as the compensation presented in the tables below in the section “Executive Compensation”, focuses on grants of equity awards and their value through December 31, 2024 in accordance with SEC rules. The January 7 fires have had a significant impact on the price of EIX Common Stock, which has resulted in NEOs’ outstanding equity awards (i.e., stock options, performance shares, and restricted stock units included in the Outstanding Equity Awards Table – Fiscal Year End 2024 that were still outstanding as of January 6, 2025) losing approximately three-fourths of their intrinsic value from January 6, 2025 to February 28, 2025 (the record date for the Annual Meeting), using the closing stock price on each date and assuming target performance for the performance shares. |

  71. Long-Term Incentive Awards

    All of our long-term incentives are awarded under the EIX 2007 Performance Incentive Plan as equity instruments reflecting, or valued by reference to, EIX Common Stock. They are therefore directly linked to the value provided to EIX shareholders. The equity awards also align executives’ interests with the long-term interests of customers by enhancing executives’ focus on the Company’s long-term goals. Seventy-five percent (75%) of our long-term equity mix for 2024 grants was performance-based: the performance shares that comprised 50% of the award value and the non-qualified stock options that comprised 25% of the award value. Our performance shares use a relative TSR metric to reward strong TSR performance relative to peers and a Core EPS metric to incentivize strong financial performance. We believe stock options are an important performance-based vehicle because NEOs will realize value only if the market value of EIX Common Stock appreciates. It is a simple-to-understand performance metric that provides a significant incentive to create value for shareholders. Restricted stock units comprise the remaining 25% of award value and are intended to encourage retention and stock ownership by our executives with the potential value tied directly to our stock price performance.

  72. Long-Term Incentive Value

    Long-Term Incentive Value On February 21, 2024, the Committee approved the following 2024 long-term incentive award values for the NEOs as a percentage of base salary (the “Long-Term Incentive % of Salary”): Mr. Pizarro 665%, Ms. Rigatti 275%; Mr. Umanoff 220%; Mr. Powell 260%; and Ms. Choi 155%. The Long-Term Incentive % of Salary for 2024 for Messrs. Pizarro and Umanoff and Ms. Rigatti reflected an increase compared to 2023. The Committee determined that such increases assisted retention and appropriately tied a larger portion of these NEOs’ compensation to long-term company performance. The Committee also approved the methodology for converting those 2024 award values into the number of performance shares, stock options, and restricted stock units granted to each NEO on the March 1, 2024 grant date. The grant date value of each award as determined under applicable accounting rules is listed in the Grants of Plan-Based Awards Table below.

  73. Performance Shares

    Performance Shares Performance shares reward performance over three years against pre-established relative and absolute metrics. Each performance share awarded is a right to receive one share of EIX Common Stock if performance and continued service vesting requirements are satisfied. The actual payout can range from zero to 200% of target performance shares, depending on actual performance against pre-established metrics. A relative TSR metric and a Core EPS metric are used to measure performance share payouts with each metric weighted 50%. These metrics are discussed in further detail below. The performance share awards provide for reinvested dividend equivalents. For each dividend declared for which the ex-dividend date falls within the performance period and after the date of grant, the NEO will be credited with an additional number of target performance shares having a value equal to the dividend that would have been payable on the target performance shares subject to the award. The performance shares credited as dividend equivalents have the same vesting and other terms and conditions as the original performance shares and are forfeited if the underlying shares are not earned. A conversion formula is used to determine the number of performance shares granted to each NEO. For the portion of performance shares subject to the TSR metric, the respective award value approved by the Committee is divided by a grant date value determined using a standard Monte Carlo simulation model based on the same assumptions and principles used to determine the grant date fair value of performance-based awards for purposes of EIX’s financial reporting. For the portion of performance shares subject to the Core EPS metric, the respective award value approved by the Committee is converted into a specific number of EPS performance shares by dividing the award value by the closing price of a share of EIX Common Stock on the grant date. Performance shares are payable in EIX Common Stock, a portion of which is withheld or sold to the extent necessary to satisfy tax withholding obligations.

  74. Performance Shares

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  75. Performance Share Awards: TSR Metric

    Performance Share Awards: TSR Metric The relative TSR metric used in the performance share awards is based on the percentile ranking of EIX’s TSR for the three-year performance period beginning January 1 in the year of grant compared to the TSR of the companies in the “Comparison Group,” which consists of each company in the PHLX Utility Sector Index at the beginning of the performance period that continues to be publicly traded through the end of the performance period, with adjustment for insolvencies, certain mergers and other corporate transactions. The following table provides the percentile ranking and corresponding payout levels:

  76. Performance Share Awards: TSR Metric

    | Payout Levels | TSR Ranking | Payout | | Below Threshold | <25th Percentile | 0 | | Threshold | 25th Percentile | 25% of Target | | Target | 50th Percentile | Target | | Maximum | ≥75th Percentile | 200% of Target |

  77. Performance Share Awards: TSR Metric

    If EIX achieves a TSR ranking between the 25th percentile and the 50th percentile or between the 50th percentile and the 75th percentile, the number of shares paid is interpolated on a straight-line basis. To determine performance share payouts, TSR is calculated using the difference between (i) the average closing stock price for the stock for the 20 trading days ending with the last NYSE trading day preceding the first day of the performance period and (ii) the average closing stock price for the stock for the 20 trading days ending with the last trading day of the performance period, and assumes all dividends are reinvested on the ex-dividend date. EIX’s three-year TSR from 2022-2024 ranked at the 79th percentile among the Comparison Group under the methodology used to calculate TSR for performance shares. This resulted in a payout of TSR performance shares granted in 2022 at 200% of target.

  78. Performance Share Awards: Core EPS Metric

    Performance Share Awards: Core EPS Metric The Core EPS(6) metric used in the performance share awards is based on EIX’s three-year average annual Core EPS, measured against target levels. The Committee establishes the Core EPS target for each calendar year in February of that year. The performance multiplier for a calendar year is based on EIX’s actual Core EPS performance for that year as a percentage of the Core EPS target for that year, in accordance with the following table:

  79. Performance Share Awards: Core EPS Metric

    | | | EPS | | | Actual Core EPS as % | Performance | | Performance Level | of Target Core EPS | Multiplier | | Below Threshold | <80% | 0 | | Threshold | 80% | 0.25x | | Target | 100% | 1.0x | | Maximum | ≥120% | 2.0x |

  80. Performance Share Awards: Core EPS Metric

    If EIX’s actual Core EPS for a calendar year as a percentage of target Core EPS is between 80% and 100% or between 100% and 120%, the EPS performance multiplier is interpolated on a straight-line basis (with discrete intervals at every 4th percentage point for the EPS performance multiplier established in 2022). The EPS performance multipliers achieved for each calendar year in the three-year performance period are averaged, and the resulting average determines the performance share payout as a multiple of the target number of shares. No shares are vested until the end of the full three-year performance period.

  81. Performance Share Awards: Core EPS Metric

    | 6 | See footnote 3 on page 35 for information regarding the determination of core earnings. In the context of EPS Performance Shares, all references to EPS are to core earnings per share. |

  82. Performance Share Awards: Core EPS Metric

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  83. Performance Share Awards: Core EPS Metric

    In February 2025, the Committee determined that the average of the EPS performance multipliers for the 2022, 2023, and 2024 calendar years that comprised the performance period for the 2022 grant was 1.07x, as reflected in the table below. Accordingly, the Committee approved pay out of EPS performance shares granted in 2022 at 107% of target.

  84. Performance Share Awards: Core EPS Metric

    | | | | | EPS | | | Actual | Target | Actual Core EPS as % | Performance | | Year | Core EPS(1) | Core EPS(1)(2) | of Target Core EPS | Multiplier | | 2022 | $4.61 | $4.61 | 100% | 1.00x | | 2023 | $4.76 | $4.60 | 103% | 1.18x | | 2024 | $4.93 | $4.90 | 101% | 1.03x | | Average of performance multipliers (determines actual payout): | | | | 1.07x |

  85. Performance Share Awards: Core EPS Metric

    | (1) The Committee used a projected weighted average of 383,072,859 shares of EIX Common Stock outstanding for the 2023 Core EPS target and 384,740,933 shares of EIX Common Stock outstanding for the 2024 Core EPS target. To calculate actual Core EPS performance for each of 2023 and 2024, the Committee (in accordance with the calculation methodology it approved in February of the applicable year) used the actual weighted average of EIX Common Stock outstanding during that year and did not use a pro forma deduction for dividends on EIX preferred stock. In contrast, to calculate both the target Core EPS and the actual Core EPS for 2022, the Committee (in accordance with the calculation methodology it approved in February of 2022) held the common stock share count constant and used a pro forma deduction for dividends on EIX preferred stock (instead of a deduction for the actual dividends declared on EIX preferred stock, if any) in order to eliminate the differential impact on earnings from decisions to issue common versus preferred stock or to vary dividend rates (e.g., under GAAP, dividends on preferred stock reduce earnings, but dividends on common stock do not). Specifically, the Committee used 380,378,145 (i.e., the respective number of shares of EIX Common Stock outstanding at the beginning of 2022) as the denominator to calculate the target Core EPS and actual Core EPS for 2022. In connection with EIX’s issuance of preferred stock in 2022, the Committee approved in February 2022 a pro forma deduction of $117 million for 2022 target and actual Core EPS. |

  86. Performance Share Awards: Core EPS Metric

    | (2) In February 2023, the Committee established a target Core EPS of $4.71 for 2023. This 2023 Core EPS goal was based on a target of core earnings for 2023 that was higher than actual 2022 core earnings. The Committee made certain assumptions when establishing the target Core EPS for 2023 with respect to SCE’s cost recovery from the Catastrophic Event Memorandum Account application that SCE filed in 2022 to recover emergency costs that SCE incurred primarily to restore damage caused by certain 2020 wildfires (the “2022 CEMA”). The Committee also established in February 2023 an adjustment framework it would apply if a final decision for the 2022 CEMA was not issued in 2023. Since a final decision was not issued in 2023, the Committee decreased the target Core EPS for 2023 by $0.11 (to $4.60) in accordance with the adjustment framework it established in February 2023. |

  87. Performance Share Awards: Core EPS Metric

    In February 2022, the Committee established a target Core EPS of $4.61 for 2022. This 2022 Core EPS goal was based on a target of core earnings for 2022 that was higher than actual 2021 core earnings, but the target 2022 Core EPS was $0.01 less than actual 2021 Core EPS (as calculated for EPS performance shares) because the increase in the core earnings target was outweighed by the dilutive effect of EIX Common Stock issuances during 2021. See footnote (1) above for the number of shares used for the EPS performance share calculations.

  88. Stock Options

    Stock Options Each stock option granted may be exercised to purchase one share of EIX Common Stock at an exercise price equal to the closing price of a share of EIX Common Stock on the grant date. Options granted in 2022, 2023, and 2024 vest ratably over a three-year period, while options granted in 2021 and prior years vested ratably over a four-year period, in each case subject to continued employment. Options have a ten-year term. The number of options granted to each NEO was determined by dividing the option award value approved by the Committee for that NEO by the grant date value of an option using a Black-Scholes Merton valuation model based on the same assumptions and principles used to determine the grant date fair value of options generally for purposes of EIX’s financial reporting.

  89. Restricted Stock Units

    Restricted Stock Units Each restricted stock unit awarded is a right to receive one share of EIX Common Stock after the vesting requirement of three years of continued service is satisfied. The restricted stock units for NEOs provide for reinvested dividend equivalents. For each dividend declared for which the ex-dividend date falls within the vesting period, the NEO will be credited with an additional number of restricted stock units having a value equal to the dividend that would have been payable on the number of restricted stock units subject to the award. The restricted stock units credited as dividend equivalents have the same vesting and other terms and conditions as the original restricted stock units and are forfeited if the underlying units do not vest. The restricted stock units are paid in EIX Common Stock, a portion of which is withheld or sold to the extent necessary to satisfy tax withholding obligations. The Committee may elect to pay any restricted stock units in cash rather than shares of EIX Common Stock if and to the extent that payment in shares would exceed the applicable share limits of the EIX 2007 Performance Incentive Plan. The number of restricted stock units granted to each NEO was determined by dividing the award value approved by the Committee for that NEO by the closing price of a share of EIX Common Stock on the grant date. At payout, NEOs realize an increase or decrease in value (compared to the grant date value) commensurate with the increase or decrease in value realized by shareholders from changes in the stock price and dividends over the three-year vesting period.

  90. Key Long-Term Incentive Award Changes for 2025

    Key Long-Term Incentive Award Changes for 2025 Beginning with EPS Performance Shares granted in 2025, performance will be measured at the end of the three-year performance period using EIX’s full three-year core cumulative EPS against threshold, target and maximum levels established as of the date of grant by the Committee. Our publicly announced core EPS guidance range as of the grant date serves as the basis for these goal levels. The Committee believes that this approach is more reflective of typical peer practice and will further align shareholder and executive interests by incentivizing long-term value creation while encouraging growth through the entirety of the performance period.

  91. Key Long-Term Incentive Award Changes for 2025

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  92. Key Long-Term Incentive Award Changes for 2025

    Beginning with TSR Performance Shares granted in 2025, the start of the 36-month performance period will shift to align with the grant date (i.e., it will begin on March 1 of the year of grant instead of January 1). This change aligns with shareholder interests by largely eliminating the potential misalignment that may sometimes be created by having two months between the January 1 start of the TSR performance period and the early March grant and valuation date: good relative TSR performance during this two-month period resulted in a higher grant date valuation yielding fewer TSR Performance Shares being granted upon converting an executive’s dollar award value into a number of TSR Performance Shares, while poor relative TSR performance during this two-month period resulted in a lower grant date valuation yielding more TSR Performance Shares being granted upon converting an executive’s dollar award value into a number of TSR Performance Shares.

  93. Key Long-Term Incentive Award Changes for 2025

    | | How We Make Compensation Decisions |

  94. Timing of Grants of Equity Awards

    Timing of Grants of Equity Awards The Committee’s long-term incentive award review and approval process occurs in connection with the regularly scheduled meeting of the Board of Directors in February, and the dates of these meetings are generally determined at least two to three years in advance. The Committee does not schedule the approval or granting of long-term incentive awards in anticipation of the release of material non-public information (“MNPI”), and the Company does not time the release of MNPI based on the grant dates of our long-term incentive awards. The Committee approves annual and off-cycle long-term incentive awards as follows:

  95. Timing of Grants of Equity Awards

    | ● | Annual Long-Term Incentive Awards: At its February meeting, the Committee approves the dollar values and date of grant for the annual awards. Prior to 2024, the Committee’s practice was to approve a date of grant of March 1 (or the first trading day after March 1 if March 1 is not a trading day). Beginning in 2024, the grant date for annual equity awards is the latest among the following dates: (i) the opening date of the trading window after the filing of the Form 10-K by EIX and SCE for the prior fiscal year; (ii) March 1 but only if March 1 is a trading day; or (iii) the first trading day after March 1 if March 1 is not a trading day. The filing date of the Form 10-K is generally determined by the Company at least one to two years in advance. |

  96. Timing of Grants of Equity Awards

    | ● | Off-Cycle Long-Term Incentive Awards: The Committee also approves retention awards of RSUs and other off-cycle awards for individuals who are hired or promoted, or whose compensation is adjusted, following the February meeting and prior to the subsequent year’s February meeting. The practice of the Committee has been to establish the last NYSE trading day during the quarter in which the pertinent event occurs as the date of grant for such off-cycle awards. The Committee does not adjust this date of grant in the event that MNPI becomes known to the Committee prior to the date of grant of an off-cycle award. |

  97. Timing of Grants of Equity Awards

    The Committee approves at its February meeting the methodology for converting the long-term incentive award dollar values for both annual and off-cycle awards into a number of performance shares, stock options, and restricted stock units granted to each individual on the applicable date of grant. During fiscal year 2024, the Company did not grant stock options (or similar awards) to any named executive officer during any period beginning four business days before and ending one business day after the filing of our periodic report on Form 10-Q or Form 10-K, or the filing or furnishing of any Company Form 8-K that disclosed any MNPI.

  98. Timing of Grants of Equity Awards

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  99. Tally Sheets

    | ● | Cash compensation (base pay and annual incentives); |

  100. Tally Sheets

    | ● | Long-term incentive award values (performance shares, stock options, and restricted stock units); and |

  101. Tally Sheets

    The tally sheets also provide the value realizable from vested and unexercised stock options, unvested long-term incentive awards, and other compensation in the event of a voluntary or an involuntary separation from service, death, or a change in control resulting in termination. The Committee also reviews additional information regarding long-term incentives, including stock program statistics on share usage, analysis of current exercise values of prior option grants, and a summary of current and past performance share results.

  102. Role of the Committee’s Independent Compensation Consultant

    Role of the Committee’s Independent Compensation Consultant The Committee retained Pay Governance to assist in evaluating executive officer compensation for 2024. Pay Governance’s assistance included helping the Committee identify industry trends and norms for executive compensation, reviewing and identifying appropriate peer group companies and pay surveys, and evaluating executive compensation data for these companies. All determinations regarding executive compensation were ultimately made by the Committee. During 2024, Pay Governance provided the following services:

  103. Role of the Committee’s Independent Compensation Consultant

    | ● | Provided presentations on executive compensation trends; |

  104. Role of the Committee’s Independent Compensation Consultant

    | ● | Conducted a competitive evaluation of total direct compensation for executives at EIX and its peers; |

  105. Role of the Committee’s Independent Compensation Consultant

    | ● | Reviewed Committee agendas and supporting materials before each meeting, and raised questions/issues with management and the Committee Chair, as appropriate; |

  106. Role of the Committee’s Independent Compensation Consultant

    | ● | Conducted a risk assessment of the Company’s compensation programs; |

  107. Role of the Committee’s Independent Compensation Consultant

    | ● | Performed an analysis of the alignment between the Company’s realizable pay and performance relative to peers; |

  108. Role of the Committee’s Independent Compensation Consultant

    | ● | Provided an analysis of incentive plan design and metrics in the industry; |

  109. Role of the Committee’s Independent Compensation Consultant

    | ● | Conducted a competitive analysis of outside director compensation; |

  110. Role of the Committee’s Independent Compensation Consultant

    | ● | Reviewed drafts of the CD&A for the Proxy Statement and related compensation tables; and |

  111. Role of the Committee’s Independent Compensation Consultant

    | ● | Provided advice to the Committee on EIX CEO compensation at its February meeting, without review by the EIX CEO. |

  112. Role of the Committee’s Independent Compensation Consultant

    In addition, Pay Governance representatives attended Committee meetings and communicated directly with the Committee as needed. Pay Governance did not perform any services for the Company in 2024 unrelated to the Committee’s responsibilities for our compensation programs, and all interactions by the consultants with management were related to their work for the Committee and conducted in accordance with the directions of the Committee or its Chair. The Committee retains sole authority to hire its compensation consultant, approve its compensation, determine the nature and scope of its services, evaluate its performance, and terminate its engagement. Pursuant to SEC rules, the Committee assessed and determined that no conflict of interest exists with respect to the engagement of Pay Governance as the Committee’s compensation consultant.

  113. Use of Competitive Data

    Use of Competitive Data As discussed in What We Pay and Why: Elements of Total Direct Compensation, the Committee targets “market median” for comparable positions for each element of total direct compensation.(7) Although the Committee uses market median as a guide, the Committee exercises its judgment in setting each executive officer’s compensation levels and takes into account the executive officer’s individual performance, future potential, experience, internal equity, retention concerns, or other factors it considers relevant under the circumstances. On an aggregate basis, the target total direct compensation for our executive officers for 2024 was approximately at the market median across positions. The Committee used peer group data and data from Willis Towers Watson pay surveys to determine the market median for 2024. The peer group data was for companies in the PHLX Utility Sector Index, which has been used by the Committee since 2005 for benchmarking executive officer compensation and company performance. The Committee believes use of an established market index for peer group purposes is consistent with the way shareholders evaluate performance across companies within an industry.

  114. Use of Competitive Data

    | 7 | The term “market median” is used in this CD&A to mean the median level of pay, for that particular element of compensation and for comparable positions, based on peer group data and data from pay surveys provided by Willis Towers Watson. |

  115. Use of Competitive Data

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  116. 2024 Peer Group Companies – PHLX Utility Sector Index

    2024 Peer Group Companies – PHLX Utility Sector Index

  117. 2024 Peer Group Companies – PHLX Utility Sector Index

    | Peer Group | 2024 Revenues $ Millions | Market Cap As of Dec. 31, 2024 $ Millions | | AES Corporation | 12,278 | 9,151 | | Ameren | 7,623 | 23,757 | | American Electric Power | 19,721 | 49,119 | | American Water Works | 4,684 | 24,262 | | CenterPoint Energy | 8,643 | 20,679 | | Consolidated Edison | 15,261 | 30,910 | | Constellation Energy | 23,568 | 70,496 | | Dominion Energy | 14,459 | 45,243 | | DTE Energy | 12,457 | 24,986 | | Duke Energy | 30,357 | 83,068 | | Entergy | 11,880 | 32,513 | | Eversource Energy | 11,901 | 21,042 | | Exelon | 23,029 | 37,822 | | FirstEnergy | 13,472 | 22,926 | | NextEra Energy | 24,752 | 147,424 | | Pinnacle West | 5,125 | 9,638 | | Public Service Enterprise Group | 10,290 | 42,095 | | Southern Company | 26,724 | 90,110 | | WEC Energy Group | 8,600 | 29,750 | | Xcel Energy | 13,441 | 40,195 |

  118. 2024 Peer Group Companies – PHLX Utility Sector Index

    EIX is at or near the peer group median in revenues and market capitalization. For calendar year 2024, EIX had revenues of $17.6 billion compared to the peer group median of $13.4 billion (ranking 7th out of the 21 companies in the peer group), based on reported revenues. As of December 31, 2024 (the last NYSE trading day in 2024), EIX’s market capitalization was $30.9 billion, which was the median of the peer group (ranking 12th out of 21). As part of the process of setting 2024 target total direct compensation for NEOs, Pay Governance provided the Committee with benchmarking data from peer group proxy statements. In addition, the Committee received base salary, target annual incentive, and target long-term incentive grant value data from the Willis Towers Watson 2024 Energy Services and the Willis Towers Watson 2024 General Industry pay surveys. The pay survey data included compensation information from utilities, other publicly traded energy companies, and companies in other industries with comparable revenues, in order to reflect the range of the Company’s competitors for executive talent and provide a robust set of information to make compensation decisions. The pay survey data were presented to the Committee in aggregated form. The Committee does not consider the identities of the individual companies in the survey data to be material for its decision-making process, and the individual companies were not provided to the Committee.

  119. 2024 Peer Group Companies – PHLX Utility Sector Index

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  120. Risk Considerations

    | ● | Annual incentives are balanced with long-term incentives to lessen the risk that short-term objectives might be pursued to the detriment of long-term value creation; |

  121. Risk Considerations

    | ● | Goals for annual incentive programs are varied (not focused on just one metric), include safety and compliance goals, and are subject to Committee review and discretion as to the ultimate award payment for executives; |

  122. Risk Considerations

    | ● | Long-term incentive awards are subject to a multi-year vesting schedule; |

  123. Risk Considerations

    | ● | The ultimate value of equity grants is not solely dependent on stock price due to the use of relative TSR and Core EPS for performance shares; |

  124. Risk Considerations

    | ● | Annual incentive and performance share payouts are capped at 200% of target; |

  125. Severance and Change in Control Benefits

    Severance and Change in Control Benefits Our policy regarding severance protection for NEOs stems from its importance in retaining and recruiting executives. Executives have attractive opportunities with other companies or are recruited from well-compensated positions in other companies. We believe offering severance benefits if any officer is terminated without cause provides financial security to offset the risk of leaving another company or foregoing an opportunity with another company. Severance benefits are not offered for resignation for “good reason,” except if a “change in control” occurs (these terms are defined in the EIX 2008 Executive Severance Plan (the “Severance Plan”)). In 2024, we also amended the Severance Plan to implement a new policy that prohibits new employment, severance or separation arrangements with Section 16 officers that provide certain cash severance benefits in excess of 2.99 times the sum of the executive officer’s base salary plus target bonus without obtaining shareholder ratification. This new policy went into effect on January 1, 2025. The current executive compensation plans offer additional benefits if a change in control of EIX occurs. We believe the occurrence, or expected occurrence, of a change-in-control transaction would create uncertainty regarding continued employment for NEOs. This uncertainty would result from the fact that many change-in-control transactions result in significant organizational changes, particularly at the senior executive level. To encourage the NEOs to remain employed with the Company during a time when their prospects for continued employment following the change in control would be uncertain, and to permit them to remain focused on the Company’s interests, NEOs are provided with enhanced severance benefits if their employment is terminated without cause or constructively terminated within a defined period of time around a change in control of EIX. Constructive termination (or a resignation for “good reason”) would include occurrences such as a material diminution in duties or salary, or a substantial relocation. Given that none of the NEOs has an employment agreement that provides for fixed positions or duties, or for a guaranteed base salary or annual incentive award, we believe a constructive termination severance trigger is needed to prevent an acquirer from having an incentive to constructively terminate an NEO’s employment to avoid paying any severance benefits. We do not provide excise tax gross-ups on change-in-control severance benefits for any of our executives. We do not believe NEOs should be entitled to receive their cash severance benefits merely because a change-in-control transaction occurs. Therefore, the payment of cash severance benefits is subject to a double-trigger where a termination without cause or constructive termination of employment must also occur before payment.

  126. Severance and Change in Control Benefits

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  127. Severance and Change in Control Benefits

    However, if a change in control occurs where EIX is not the surviving corporation, and following the transaction, outstanding equity awards are not continued or assumed, then NEOs and other holders of awards under our equity incentive plan would receive immediate vesting of their outstanding equity awards as described under Potential Payments Upon Termination or Change in Control. We believe it is appropriate to fully vest equity awards in change-in-control situations where EIX is not the surviving corporation and the equity awards are not assumed, whether or not employment is terminated, because such a transaction ends the NEOs’ ability to realize any further value with respect to the equity awards. For detailed information on the estimated potential payments and benefits payable to NEOs if they terminate employment, including following a change in control of the Company, see Potential Payments Upon Termination or Change in Control.

  128. Compensation Recoupment Provisions

    Compensation Recoupment Provisions The Company adopted the Incentive Compensation Recoupment Policy for Accounting Restatements (the “Recoupment Policy”), effective on October 2, 2023, pursuant to the requirements of the NYSE listing standards implementing Rule 10D-1 of the Securities Exchange Act of 1934 (the “Clawback Rules”). The Company filed the Recoupment Policy as an exhibit to its Annual Report on Form 10-K for the fiscal year ended December 31, 2023. The Recoupment Policy applies to incentive-based compensation received by current and former Section 16 officers of the Company and SCE, executive officers of SCE and controllers of SCE (each, a “Covered Executive”). Recoupment of certain incentive-based compensation is required under the Recoupment Policy in the event that the Company or SCE is required to prepare an accounting restatement due to material noncompliance with any financial reporting requirement under the securities laws, including any required accounting restatement to correct an error in previously issued financial statements that is material to the previously issued financial statements or that would result in a material misstatement if the error were corrected in the current period or left uncorrected in the current period. In general, in the event of such a financial restatement, Covered Executives would forfeit or return the amount of any incentive-based compensation that they received during the three fiscal years preceding the date of the restatement that the Committee determines exceeds the amount the executive would have received had the revised financial statement(s) been used to determine the compensation. The Committee is responsible for administering the Recoupment Policy consistent with the requirements of the Clawback Rules that apply to EIX. In addition, the Company has also adopted misconduct recoupment provisions to allow recoupment of annual and long-term incentive compensation from officers who are terminated or suspended without pay for certain misconduct (“Misconduct Recoupment Provisions”). The Misconduct Recoupment Provisions apply to annual and long-term incentive compensation (i.e., annual cash incentives, stock options and time-based and performance-based equity awards) awarded on or after January 1, 2024 and apply to all Vice Presidents and more senior officers of the Company and SCE.

  129. Summary Compensation Table – Fiscal Years 2022, 2023 and 2024

    Summary Compensation Table – Fiscal Years 2022, 2023 and 2024 The following table presents information regarding the compensation of our NEOs for fiscal years 2022, 2023 and 2024. The table was prepared in accordance with SEC requirements. The total compensation presented below does not necessarily reflect the actual total compensation received by our NEOs. The amounts under “Stock Awards” and “Option Awards” do not represent the actual amounts paid to or realized by our NEOs for these awards during 2022-2024 but represent the aggregate grant date fair value of awards granted in those years as determined for financial reporting purposes. Likewise, the amounts under “Change in Pension Value and Non-Qualified Deferred Compensation Earnings” do not reflect amounts paid to or realized by our NEOs during 2022-2024.

  130. Summary Compensation Table – Fiscal Years 2022, 2023 and 2024

    | | | | | | | Change in | | | | | | | | | | Pension | | | | | | | | | | Value and | | | | | | | | | | Non-Qualified | | | | | | | | | Non-Equity | Deferred | | | | | | | Stock | Option | Incentive Plan | Compensation | All Other | | | Name and | | Salary | Awards(1) | Awards(2) | Compensation | Earnings(3) | Compensation(4) | Total | | Principal Position | Year | ($) | ($) | ($) | ($) | ($) | ($) | ($) | | (a) | (b) | (c) | (d) | (e) | (f) | (g) | (h) | (i) | | Pedro J. Pizarro | 2024 | 1,400,000 | 6,982,599 | 2,327,506 | 1,795,500 | 1,225,053 | 78,913 | 13,809,571 | | EIX President and CEO | 2023 | 1,396,538 | 6,825,189 | 2,275,001 | 1,849,365 | 2,505,218 | 29,800 | 14,881,111 | | | 2022 | 1,365,385 | 6,576,144 | 2,192,006 | 1,960,470 | 68,924 | 28,300 | 12,191,229 | | Maria Rigatti | 2024 | 796,557 | 1,650,138 | 550,004 | 742,900 | 736,833 | 20,700 | 4,497,132 | | EIX EVP and CFO | 2023 | 765,962 | 1,530,412 | 510,137 | 741,549 | 1,129,358 | 19,800 | 4,697,218 | | | 2022 | 732,115 | 1,433,324 | 477,757 | 761,570 | 22,486 | 18,300 | 3,445,552 | | Adam S. Umanoff | 2024 | 705,984 | 1,171,547 | 390,512 | 716,656 | 251,994 | 20,700 | 3,257,393 | | EIX EVP, General Counsel and Corporate | 2023 | 670,962 | 1,088,583 | 362,815 | 611,820 | 308,548 | 19,800 | 3,062,528 | | Secretary | 2022 | 635,962 | 984,154 | 328,006 | 569,856 | 320,176 | 18,300 | 2,856,454 | | Steven D. Powell | 2024 | 763,689 | 1,501,591 | 500,510 | 634,865 | 478,489 | 71,674 | 3,950,818 | | SCE President and CEO | 2023 | 707,500 | 1,394,348 | 464,761 | 594,683 | 819,612 | 23,225 | 4,004,129 | | | 2022 | 650,000 | 1,145,681 | 381,882 | 591,175 | 8,501 | 22,480 | 2,799,719 | | Caroline Choi | 2024 | 540,484 | 631,267 | 210,368 | 351,990 | 243,000 | 20,700 | 1,997,809 | | EIX and SCE EVP | 2023 | 519,623 | 606,876 | 202,286 | 349,479 | 337,216 | 19,800 | 2,035,280 | | | 2022 | 496,623 | 564,215 | 188,026 | 334,835 | 26,184 | 18,300 | 1,628,183 |

  131. Summary Compensation Table – Fiscal Years 2022, 2023 and 2024

    | (1) Stock awards consist of performance shares and restricted stock units granted under the 2007 Performance Incentive Plan in the year indicated. The performance share and restricted stock unit amounts shown in the Summary Compensation Table reflect the aggregate grant date fair value of these awards computed in accordance with FASB ASC Topic 718. For performance shares, the value is reported as of the grant date based on the probable outcome of performance conditions, consistent with the estimate of aggregate compensation cost to be recognized over the service period determined as of the grant date under FASB ASC Topic 718, excluding the effect of estimated forfeitures. For a discussion of the assumptions and methodologies used to calculate these amounts, see the discussion contained in (i) Note 9 (Compensation and Benefit Plans) to Consolidated Financial Statements, included as part of the Company’s 2024 Annual Report and (ii) similar Notes to the Company’s Consolidated Financial Statements for prior years when the awards were granted. |

  132. Summary Compensation Table – Fiscal Years 2022, 2023 and 2024

    The table below shows the maximum grant date value of the performance share awards included in the Summary Compensation Table assuming achievement of the highest level of performance conditions. The performance period for the 2022 performance share awards ended on December 31, 2024. EIX’s TSR ranked at the 79th percentile among the comparison group TSR for the TSR performance shares granted in 2022, resulting in a payout at 200% of target for those performance shares. The performance periods for the 2023 and 2024 performance shares have not ended.

  133. Summary Compensation Table – Fiscal Years 2022, 2023 and 2024

    | | Maximum | Maximum | Maximum | | | Performance Share | Performance Share | Performance Share | | | Potential as of | Potential as of | Potential as of | | | Grant Date for 2024 | Grant Date for 2023 | Grant Date for 2022 | | | Awards | Awards | Awards | | Name | ($) | ($) | ($) | | Pedro J. Pizarro | 9,310,159 | 9,100,271 | 8,768,203 | | Maria Rigatti | 2,200,204 | 2,040,560 | 1,911,134 | | Adam S. Umanoff | 1,562,064 | 1,451,432 | 1,312,204 | | Steven D. Powell | 2,002,136 | 1,859,118 | 1,527,563 | | Caroline Choi | 841,672 | 809,161 | 752,259 |

  134. Summary Compensation Table – Fiscal Years 2022, 2023 and 2024

    | (2) Option awards consist of non-qualified stock options granted under the 2007 Performance Incentive Plan in the year indicated. The option amounts shown in the Summary Compensation Table reflect the aggregate grant date fair value of these awards computed in accordance with FASB ASC Topic 718. For a discussion of the assumptions and methodologies used to calculate these amounts, see the discussion of options contained in (i) Note 9 (Compensation and Benefit Plans) to Consolidated Financial Statements, included as part of the Company’s 2024 Annual Report and (ii) similar Notes to the Company’s Consolidated Financial Statements for prior years when the awards were granted. |

  135. Summary Compensation Table – Fiscal Years 2022, 2023 and 2024

    | (3) The reported amounts for 2024 represent the aggregate change in the actuarial present value of the accumulated benefit under the SCE Retirement Plan and the EIX Executive Retirement Plan. The change in pension value amounts reported in column (g) and this footnote (3) are based on accounting rules and incorporate changes in discount rates and other assumptions that are outside the control of the Committee and may not reflect the actual amounts that ultimately will be paid to the NEO. The assumptions used for pension plan benefit accruals and payments may differ from assumptions used for accounting purposes and may change from time to time. See Pension Benefits Table below for an explanation of pension benefit formulas. |

  136. Summary Compensation Table – Fiscal Years 2022, 2023 and 2024

    | (4) Amounts reported for 2024 represent EIX or SCE contributions to the 401(k) Plan for each NEO other than Messrs. Pizarro and Powell. For Mr. Pizarro, the amount reported for 2024 includes (i) $20,700 for company matching contributions to the 401(k) Plan, (ii) $48,213 in security services, and (iii) $10,000 in charitable matching gifts under the Director Matching Gift Program described in footnote (4) to the Director Compensation Table above. For Mr. Powell, the amount reported for 2024 includes (i) $20,700 for company matching contributions to the 401(k) Plan, (ii) $46,063 in security services and (iii) $4,911 in charitable matching gifts under the Director Matching Gift Program described in footnote (4) to the Director Compensation Table above. |

  137. Summary Compensation Table – Fiscal Years 2022, 2023 and 2024

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  138. Grants of Plan-Based Awards Table – Fiscal Year 2024

    Grants of Plan-Based Awards Table – Fiscal Year 2024 The following table presents information regarding the incentive plan awards granted to our NEOs during 2024.

  139. Grants of Plan-Based Awards Table – Fiscal Year 2024

    | | | | Estimated Future Payouts | | | Estimated Future Payouts | | | | | | | | | | | Under Non-Equity Incentive | | | Under Equity Incentive | | | All Other | All Other | | Grant | | | | | Plan Awards(1) | | | Plan Awards(2) | | | Stock | Option | | Date Fair | | | | | | | | Threshold | Target | Maximum | Awards: | Awards: | Exercise | Value | | | | | | | | Number | Number | Number | Number | Number of | or Base | of Stock | | | | | | | | of Shares | of Shares | of Shares | of Shares | Securities | Price of | and | | | | Date of | | | | of Stock | of Stock | of Stock | of Stock | Underlying | Option | Option | | | Grant | Committee | Threshold | Target | Maximum | or Units | or Units | or Units | or Units | Options | Awards | Awards(3) | | Name | Date | Action | ($) | ($) | ($) | (#) | (#) | (#) | (#) | (#) | ($/Sh) | ($) | | (a) | (b) | | (c) | (d) | (e) | (f) | (g) | (h) | (i) | (j) | (k) | (l) | | Pedro J. Pizarro | | | | | | | | | | | | | | TSR Performance Shares | 3/1/2024 | 2/21/2024 | | | | 7,415 | 29,658 | 59,316 | | | | 2,327,560 | | EPS Performance Shares | 3/1/2024 | 2/21/2024 | | | | 8,744 | 34,974 | 69,948 | | | | 2,327,520 | | Stock Options | 3/1/2024 | 2/21/2024 | | | | | | | | 175,264 | 66.55 | 2,327,506 | | Restricted Stock Units | 3/1/2024 | 2/21/2024 | | | | | | | 34,974 | | | 2,327,520 | | Annual Incentive | | | | 1,890,000 | 3,780,000 | | | | | | | | | Maria Rigatti | | | | | | | | | | | | | | TSR Performance Shares | 3/1/2024 | 2/21/2024 | | | | 1,752 | 7,009 | 14,018 | | | | 550,066 | | EPS Performance Shares | 3/1/2024 | 2/21/2024 | | | | 2,066 | 8,265 | 16,530 | | | | 550,036 | | Stock Options | 3/1/2024 | 2/21/2024 | | | | | | | | 41,416 | 66.55 | 550,004 | | Restricted Stock Units | 3/1/2024 | 2/21/2024 | | | | | | | 8,265 | | | 550,036 | | Annual Incentive | | | | 680,000 | 1,360,000 | | | | | | | | | Adam S. Umanoff | | | | | | | | | | | | | | TSR Performance Shares | 3/1/2024 | 2/21/2024 | | | | 1,244 | 4,976 | 9,952 | | | | 390,516 | | EPS Performance Shares | 3/1/2024 | 2/21/2024 | | | | 1,467 | 5,868 | 11,736 | | | | 390,515 | | Stock Options | 3/1/2024 | 2/21/2024 | | | | | | | | 29,406 | 66.55 | 390,512 | | Restricted Stock Units | 3/1/2024 | 2/21/2024 | | | | | | | 5,868 | | | 390,515 | | Annual Incentive | | | | 603,500 | 1,207,000 | | | | | | | | | Steven D. Powell | | | | | | | | | | | | | | TSR Performance Shares | 3/1/2024 | 2/21/2024 | | | | 1,595 | 6,378 | 12,756 | | | | 500,545 | | EPS Performance Shares | 3/1/2024 | 2/21/2024 | | | | 1,880 | 7,521 | 15,042 | | | | 500,523 | | Stock Options | 3/1/2024 | 2/21/2024 | | | | | | | | 37,689 | 66.55 | 500,510 | | Restricted Stock Units | 3/1/2024 | 2/21/2024 | | | | | | | 7,521 | | | 500,523 | | Annual Incentive | | | | 654,500 | 1,309,000 | | | | | | | | | Caroline Choi | | | | | | | | | | | | | | TSR Performance Shares | 3/1/2024 | 2/21/2024 | | | | 670 | 2,681 | 5,362 | | | | 210,405 | | EPS Performance Shares | 3/1/2024 | 2/21/2024 | | | | 791 | 3,162 | 6,324 | | | | 210,431 | | Stock Options | 3/1/2024 | 2/21/2024 | | | | | | | | 15,841 | 66.55 | 210,368 | | Restricted Stock Units | 3/1/2024 | 2/21/2024 | | | | | | | 3,162 | | | 210,431 | | Annual Incentive | | | | 352,872 | 705,744 | | | | | | | |

  140. Grants of Plan-Based Awards Table – Fiscal Year 2024

    | (1) Maximum amounts reported reflect 200% of the applicable annual incentive target under the EICP. For information regarding the description of performance-based conditions under the EICP, see Annual Incentive Awards in the CD&A above. |

  141. Grants of Plan-Based Awards Table – Fiscal Year 2024

    | (2) One-half of each NEO’s 2024 performance share award value was granted in performance shares subject to a TSR vesting metric and the other half of the award value was granted in performance shares subject to an EPS vesting metric. The TSR and EPS components of each NEO’s award are subject to different threshold and other vesting requirements. In order to reflect these differences, the table above reports the TSR and EPS components of each NEO’s 2024 performance share award as separate awards. See Long-Term Incentive Awards in the CD&A above and Potential Payments on Termination or Change in Control below for information regarding the terms of the awards, the description of performance-based vesting conditions, the criteria for determining the amounts payable, and the consequences of a termination of employment in certain circumstances. |

  142. Grants of Plan-Based Awards Table – Fiscal Year 2024

    | (3) The amounts shown for performance shares, options, and restricted stock units represent the grant date fair value of the awards in 2024 determined in accordance with FASB ASC Topic 718. There is no guarantee that, if and when the awards vest, they will have this value. Assumptions used in the calculation of these amounts are referenced in footnotes (1) and (2) to the Summary Compensation Table. |

  143. Grants of Plan-Based Awards Table – Fiscal Year 2024

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  144. Outstanding Equity Awards Table – Fiscal Year-End 2024

    Outstanding Equity Awards Table – Fiscal Year-End 2024 The following table presents information regarding the outstanding equity awards held by our NEOs at the end of 2024.

  145. Outstanding Equity Awards Table – Fiscal Year-End 2024

    | | | Option Awards | | | | Stock Awards | | | | | | | | | | | | | Equity | Equity | | | | | | | | | | Incentive | Incentive | | | | | | | | | | Plan Awards: | Plan Awards: | | | | | | | | | Market | Number of | Market or | | | | Number of | Number of | | | Number | Value of | Unearned | Payout Value of | | | | Securities | Securities | | | of Shares | Shares or | Shares, | Unearned Shares, | | | | Underlying | Underlying | | | or Units of | Units of | Units or | Units or Other | | | | Unexercised | Unexercised | Option | | Stock That | Stock That | Other Rights | Rights That | | | | Options | Options | Exercise | Option | Have Not | Have Not | That Have | Have Not | | | Grant | Exercisable(1) | Unexercisable(1) | Price | Expiration | Vested(2) | Vested(2)(3) | Not Vested(4) | Vested(3)(4) | | Name | Date | (#) | (#) | ($) | Date | (#) | ($) | (#) | ($) | | (a) | | (b) | (c) | (e) | (f) | (g) | (h) | (i) | (j) | | Pedro J. Pizarro | 3/2/2015 | 111,608 | — | 63.72 | 1/2/2025 | — | — | — | — | | | 3/1/2016 | 116,785 | — | 66.88 | 1/2/2026 | — | — | — | — | | | 9/30/2016 | 75,836 | — | 72.25 | 1/2/2026 | — | — | — | — | | | 3/1/2017 | 249,942 | — | 79.38 | 1/4/2027 | — | — | — | — | | | 3/1/2018 | 373,476 | — | 60.78 | 1/3/2028 | — | — | — | — | | | 3/5/2019 | 402,500 | — | 62.50 | 1/2/2029 | — | — | — | — | | | 3/5/2020 | 451,187 | — | 69.01 | 1/2/2030 | — | — | — | — | | | 3/1/2021 | 397,205 | 132,401 | 54.91 | 1/2/2031 | — | — | — | — | | | 3/1/2022 | 147,909 | 73,954 | 63.65 | 1/2/2032 | 38,795 | 3,097,372 | — | — | | | 3/1/2023 | 59,948 | 119,894 | 64.59 | 1/3/2033 | 37,953 | 3,030,174 | 64,748 | 5,169,442 | | | 3/1/2024 | — | 175,264 | 66.55 | 1/3/2034 | 36,082 | 2,880,781 | 66,679 | 5,323,687 | | Maria Rigatti | 3/2/2015 | 22,500 | — | 63.72 | 1/2/2025 | — | — | — | — | | | 3/1/2016 | 22,103 | — | 66.88 | 1/2/2026 | — | — | — | — | | | 9/30/2016 | 22,294 | — | 72.25 | 1/2/2026 | — | — | — | — | | | 3/1/2017 | 60,197 | — | 79.38 | 1/4/2027 | — | — | — | — | | | 3/1/2018 | 88,537 | — | 60.78 | 1/3/2028 | — | — | — | — | | | 3/5/2019 | 104,092 | — | 62.50 | 1/2/2029 | — | — | — | — | | | 3/5/2020 | 111,285 | — | 69.01 | 1/2/2030 | — | — | — | — | | | 3/1/2021 | 92,193 | 30,730 | 54.91 | 1/2/2031 | — | — | — | — | | | 3/1/2022 | 32,238 | 16,118 | 63.65 | 1/2/2032 | — | — | — | — | | | 3/1/2023 | 13,443 | 26,884 | 64.59 | 1/3/2033 | — | — | 14,518 | 1,159,146 | | | 3/1/2024 | — | 41,416 | 66.55 | 1/3/2034 | — | — | 15,758 | 1,258,107 | | Adam S. Umanoff | 3/1/2017 | 52,672 | — | 79.38 | 1/4/2027 | — | — | — | — | | | 3/5/2019 | 74,258 | — | 62.50 | 1/2/2029 | — | — | — | — | | | 3/5/2020 | 79,389 | — | 69.01 | 1/2/2030 | — | — | — | — | | | 3/1/2021 | 69,132 | 23,043 | 54.91 | 1/2/2031 | — | — | — | — | | | 3/1/2022 | 22,133 | 11,066 | 63.65 | 1/2/2032 | — | — | — | — | | | 3/1/2023 | 9,561 | 19,120 | 64.59 | 1/3/2033 | — | — | 10,327 | 824,496 | | | 3/1/2024 | — | 29,406 | 66.55 | 1/3/2034 | — | — | 11,188 | 893,212 |

  146. Outstanding Equity Awards Table – Fiscal Year-End 2024

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  147. Outstanding Equity Awards Table – Fiscal Year-End 2024

    | | | Option Awards | | | | Stock Awards | | | | | | | | | | | | | Equity | Equity | | | | | | | | | | Incentive | Incentive | | | | | | | | | | Plan Awards: | Plan Awards: | | | | | | | | | Market | Number of | Market or | | | | Number of | Number of | | | Number | Value of | Unearned | Payout Value of | | | | Securities | Securities | | | of Shares | Shares or | Shares, | Unearned Shares, | | | | Underlying | Underlying | | | or Units of | Units of | Units or | Units or Other | | | | Unexercised | Unexercised | Option | | Stock That | Stock That | Other Rights | Rights That | | | | Options | Options | Exercise | Option | Have Not | Have Not | That Have | Have Not | | | Grant | Exercisable(1) | Unexercisable(1) | Price | Expiration | Vested(2) | Vested(2)(3) | Not Vested(4) | Vested(3)(4) | | Name | Date | (#) | (#) | ($) | Date | (#) | ($) | (#) | ($) | | (a) | | (b) | (c) | (e) | (f) | (g) | (h) | (i) | (j) | | Steven D. Powell | 3/2/2015 | 6,925 | — | 63.72 | 1/2/2025 | — | — | — | — | | | 3/1/2016 | 8,328 | — | 66.88 | 1/2/2026 | — | — | — | — | | | 3/1/2017 | 7,763 | — | 79.38 | 1/4/2027 | — | — | — | — | | | 3/1/2018 | 10,183 | — | 60.78 | 1/3/2028 | — | — | — | — | | | 9/28/2018 | 1,425 | — | 67.68 | 1/3/2028 | — | — | — | — | | | 3/5/2019 | 14,616 | — | 62.50 | 1/2/2029 | — | — | — | — | | | 9/30/2019 | 5,184 | — | 75.42 | 1/2/2029 | — | — | — | — | | | 3/5/2020 | 29,441 | — | 69.01 | 1/2/2030 | — | — | — | — | | | 3/1/2021 | 37,008 | 12,335 | 54.91 | 1/2/2031 | — | — | — | — | | | 12/31/2021 | 7,230 | 2,409 | 68.25 | 1/2/2031 | — | — | — | — | | | 3/1/2022 | 25,768 | 12,884 | 63.65 | 1/2/2032 | 6,759 | 539,627 | — | — | | | 3/1/2023 | 12,248 | 24,492 | 64.59 | 1/3/2033 | 7,754 | 619,060 | 13,228 | 1,056,084 | | | 3/1/2024 | — | 37,689 | 66.55 | 1/3/2034 | 7,759 | 619,499 | 14,339 | 1,144,850 | | Caroline Choi | 3/1/2016 | 9,941 | — | 66.88 | 1/2/2026 | — | — | — | — | | | 6/30/2016 | 1,829 | — | 77.67 | 1/2/2026 | — | — | — | — | | | 3/1/2017 | 8,665 | — | 79.38 | 1/4/2027 | — | — | — | — | | | 3/1/2018 | 13,260 | — | 60.78 | 1/3/2028 | — | — | — | — | | | 3/5/2019 | 23,760 | — | 62.50 | 1/2/2029 | — | — | — | — | | | 3/5/2020 | 31,314 | — | 69.01 | 1/2/2030 | — | — | — | — | | | 3/1/2021 | 34,167 | 11,388 | 54.91 | 1/2/2031 | — | — | — | — | | | 3/1/2022 | 12,688 | 6,343 | 63.65 | 1/2/2032 | 3,329 | 265,767 | — | — | | | 3/1/2023 | 5,331 | 10,660 | 64.59 | 1/3/2033 | 3,375 | 269,441 | 5,757 | 459,651 | | | 3/1/2024 | — | 15,841 | 66.55 | 1/3/2034 | 3,262 | 260,451 | 6,028 | 481,283 |

  148. Outstanding Equity Awards Table – Fiscal Year-End 2024

    | (1) Subject to each NEO’s continued employment, each unvested stock option grant becomes vested in equal annual installments—over a three-year vesting period for 2024, 2023 and 2022 grants and over a four-year vesting period for grants made before 2022—with the first installment vesting on January 2 in the year following the year in which the grant occurs and the remaining installments vesting on the anniversaries of that date thereafter (if January 2 falls on a holiday or weekend, then vesting occurs either on the preceding business day or the next business day on which the New York Stock Exchange is open, depending on the terms applicable to the grant). |

  149. Outstanding Equity Awards Table – Fiscal Year-End 2024

    | (2) Subject to each NEO’s continued employment, restricted stock units become vested and payable on January 2 at the end of a three-year vesting period beginning with the year in which the grant occurs (if January 2 falls on a holiday or weekend, then vesting occurs on the next business day on which the New York Stock Exchange is open). |

  150. Outstanding Equity Awards Table – Fiscal Year-End 2024

    | (3) The values shown in columns (h) and (j) of the table are determined by multiplying the number of shares or units reported in column (g) or (i), respectively, by the closing price of EIX Common Stock on December 31, 2024 (the last NYSE trading day in 2024). |

  151. Outstanding Equity Awards Table – Fiscal Year-End 2024

    | (4) Subject to each NEO’s continued employment, approximately half of each NEO’s 2023 and 2024 performance share grants become earned and vested based on EIX’s comparative TSR during the relevant three-year performance period (“TSR Performance Shares”) and the remainder become earned and vested based on EIX’s average annual Core EPS measured against target levels for the three calendar years in the relevant performance period (“EPS Performance Shares”). The number of performance shares included for each NEO in column (i) of the table above is the aggregate number of shares that may become earned if (i) for the TSR Performance Shares granted in 2023 and 2024, EIX’s TSR for the 2023-2025 and 2024-2026 performance periods, respectively, turns out to be at the 75th percentile of the comparison group of companies or greater and (ii) for the EPS Performance Shares granted in both years, EIX’s Core EPS turns out to be equal to or greater than 120% of the target level each year in the performance periods. These are the maximum (i.e., 200% of target) number of 2023 and 2024 TSR Performance Shares, and the maximum (i.e., 200% of target) number of 2023 and 2024 EPS Performance Shares that may become payable (including shares added by reinvestment of dividend equivalents). These payout assumptions are presented in accordance with SEC guidance and are provided only for purposes of illustration as of December 31, 2024 and not as an expectation or projection about the future. They do not reflect developments since December 31, 2024. |

  152. Outstanding Equity Awards Table – Fiscal Year-End 2024

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  153. Option Exercises and Stock Vested Table – Fiscal Year 2024

    Option Exercises and Stock Vested Table – Fiscal Year 2024 The following table presents information regarding the exercise of stock options by our NEOs and vesting of stock awards during 2024. The stock awards listed in the following table represent the value realized on the vesting of restricted stock units during 2024, and the value realized on the vesting of 2022 performance share awards payable for the 2022-2024 performance period.

  154. Option Exercises and Stock Vested Table – Fiscal Year 2024

    | | Option Awards | | Stock Awards | | | | Number of | | Number of | | | | Shares Acquired | Value Realized | Shares Acquired | Value Realized | | | on Exercise | on Exercise(1) | on Vesting(2) | on Vesting(2)(3) | | Name | (#) | ($) | (#) | ($) | | (a) | (b) | (c) | (d) | (e) | | Pedro J. Pizarro | 65,879 | 451,930 | 148,601 | 11,566,185 | | Maria Rigatti | 18,386 | 301,898 | 58,445 | 4,597,018 | | Adam S. Umanoff | 226,767 | 4,306,693 | 22,344 | 1,783,915 | | Steven D. Powell | 6,852 | 140,055 | 23,482 | 1,840,939 | | Caroline Choi | 10,004 | 120,541 | 12,758 | 992,928 |

  155. Option Exercises and Stock Vested Table – Fiscal Year 2024

    | (1) The value realized on exercise of stock options equals the difference between (i) the market price of EIX Common Stock on the exercise date and (ii) the exercise price of those options, multiplied by the number of shares as to which the options were exercised. |

  156. Option Exercises and Stock Vested Table – Fiscal Year 2024

    | (2) This column (d) includes shares of EIX Common Stock issuable upon the vesting of (i) restricted stock units granted to Messrs. Pizarro and Powell and Mses. Rigatti and Choi in 2021 that vested on January 2, 2024 and (ii) performance shares granted in 2022 to all of the NEOs that vested on December 31, 2024. Mr. Umanoff was retirement-eligible during all of 2024, and Ms. Rigatti became retirement-eligible during 2024. Thus, the amounts reported in this column (d) include 6,053 shares subject to restricted stock units granted to Mr. Umanoff in 2024 and 25,492 shares subject to restricted stock units granted to Ms. Rigatti in 2022, 2023, and 2024, in each case including dividend equivalents, that are considered vested for this purpose because the units would have been payable in accordance with the retirement provisions of the awards had the executive elected to retire on December 31, 2024 (the “Retirement Vested RSUs”). In accordance with applicable SEC rules, these Retirement Vested RSUs are also reported as 2024 registrant contributions in the Non-Qualified Deferred Compensation Table below because, while the units vested or are considered to have vested for certain purposes, they were not yet payable on December 31, 2024. |

  157. Option Exercises and Stock Vested Table – Fiscal Year 2024

    | (3) The values in this column (e) are based on the market prices of EIX Common Stock on January 2, 2024 (as to awards that vested on that date) and December 31, 2024 (the last NYSE trading day in 2024 as to the Retirement Vested RSUs described in footnote (2) above) which were $72.34 and $79.84, respectively. For Mr. Umanoff, the portion of the amounts attributable to his 2024 Retirement Vested RSUs described in footnote (2) is $483,343. For Ms. Rigatti, the portion of the amounts attributable to her 2022, 2023, and 2024 Retirement Vested RSUs described in footnote (2) are $2,035,307. |

  158. Pension Benefits Table

    Pension Benefits Table The following table presents information regarding the present value of accumulated benefits that may become payable to, and payments made to, our NEOs under the qualified and non-qualified defined-benefit pension plans sponsored by SCE or EIX.

  159. Pension Benefits Table

    | | | Number of | Present | | | | | Years | Value of | Payments | | | | Credited | Accumulated | During Last | | | | Service(1) | Benefit(2) | Fiscal Year(3) | | Name | Plan Name | (#) | ($) | ($) | | (a) | (b) | (c) | (d) | (e) | | Pedro J. Pizarro | SCE Retirement Plan | 25.2 | 826,926 | — | | | Executive Retirement Plan | 25 | 16,608,906 | — | | Maria Rigatti | SCE Retirement Plan | 25.2 | 971,813 | — | | | Executive Retirement Plan | 25 | 6,720,396 | 21,315 | | Adam S. Umanoff | SCE Retirement Plan | 10.0 | 255,236 | — | | | Executive Retirement Plan | 10 | 2,110,539 | — | | Steven D. Powell | SCE Retirement Plan | 24.5 | 388,738 | — | | | Executive Retirement Plan | 25 | 2,554,687 | — | | Caroline Choi | SCE Retirement Plan | 12.9 | 286,954 | — | | | Executive Retirement Plan | 13 | 1,419,674 | — |

  160. Pension Benefits Table

    | (1) The years of credited service are presented as of December 31, 2024 and reflect all years of credited service with EIX and its affiliates. |

  161. Pension Benefits Table

    | (2) The amounts reported in column (d) for “Present Value of Accumulated Benefit” (“PVAB”) are actuarial estimates of the present value of each NEO’s accumulated benefits under the SCE Retirement Plan and the Executive Retirement Plan, using the same measurement date (December 31, 2024) and material assumptions used for year-end 2024 financial reporting purposes, except that it is assumed for purposes of the amounts reported in column (d) that each NEO retires at the later of December 31, 2024, 5 years of service, or age 61, the youngest age at which an unreduced retirement benefit is available from the SCE Retirement Plan and the Executive Retirement Plan. The following assumptions were used to calculate the PVAB: (i) discount rate of 5.56% for the SCE Retirement Plan and 5.38% for the Executive Retirement Plan; (ii) the Pri-2012 White Collar Mortality Table projected with the MP-2021 projection table; (iii) 85% of benefits under the SCE Retirement Plan are paid in the form of a lump sum and 15% are paid in the form of a single life annuity, while 100% of benefits under the Executive Retirement Plan are paid in the form of a lump sum; and (iv) lump sum amounts are determined using an interest rate of 5.56%. |

  162. Pension Benefits Table

    | (3) Payments were made to Ms. Rigatti in accordance with plan terms pursuant to her 2014 termination of employment from Edison Mission Energy, an indirect wholly owned subsidiary of EIX that in 2014 had substantially all of its assets and liabilities discharged in bankruptcy or transferred to third parties. These payments were reflected in the 2024 change in pension value amount reported in footnote (3) to the Summary Compensation Table. |

  163. Pension Benefits Table

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  164. Grandfathered Benefits

    Grandfathered Benefits Eligible participants (at least age 50 or with 60 combined age and service points as of March 31, 1999) are considered “grandfathered” and accrue benefits under prior plan formulas. Upon separation, the grandfathered participant will be eligible to receive the greater of the benefit calculated under the prior plan formulas (offset by any profit sharing account balance in the 401(k) Plan) or the value of the new cash balance account. An actuarial reduction of the normal age 65 benefit applies if a grandfathered participant either terminates prior to age 55 and commences benefits prior to age 65, or retires and commences benefits after attaining age 55 but prior to age 61. The pension benefit commencing at age 55 for an employee terminating prior to age 55 with at least five years of service is 53.6% of the normal age 65 benefit, while the pension benefit commencing at age 55 for an employee retiring at age 55 with at least five years of service is 77% of the normal age 65 benefit. Lower early retirement reductions are applied for benefit commencement after age 55 but prior to age 61. An unreduced early retirement benefit is available from age 61 through age 64. No NEO is eligible for grandfathered benefits under the SCE Retirement Plan.

  165. Payment of Plan Benefits

    involuntary termination not for cause, vested benefits will be paid after the participant attains age 55 in an annuity only. If a participant’s employment is terminated for cause, all benefits will be forfeited. Benefits that become payable under the 2008 plan document are generally payable as follows. Participants have sub- accounts for annual accruals for which they may elect payment in the form of a single lump-sum, annual installments, a life annuity with a 50% spousal survivor benefit following the participant’s death, or a contingent annuity. Participants may elect to have their designated form of payment triggered by their separation from service; however, payment will not occur before a participant reaches age 55 other than in the case of death. Payments triggered by separation from service begin upon a specified time following the applicable triggering event. Payments may be delayed or accelerated under the 2008 plan document if permitted or required under Section 409A of the Internal Revenue Code; if payments are delayed after the later of the applicable triggering event or age 55, interest is credited at a rate based on the average monthly Moody’s Corporate Bond Yield for Baa Public Utility Bonds over a sixty-month period preceding September 1 of the prior year. EIX established this interest rate for all plan participants and may change the interest rate on a prospective basis. The annuity options available under the 2008 plan document have the same features as the annuity options available under the grandfathered plan document. Account balances payable in installments under the 2008 plan document earn interest at a rate of interest determined in the same manner as described in the preceding paragraph for delayed payments. The final average pay benefit formula includes benefit reductions for termination prior to age 55, or early retirement after attaining age 55 but prior to age 61, similar to the formula for the SCE Retirement Plan discussed above. If an NEO terminates prior to age 55 but with a total of 68 years of age and service, the benefit formula includes a special early retirement benefit reduction based on the SCE Retirement Plan formula for early retirement. As of December 31, 2024, Mr. Powell was eligible for this special early retirement benefit. An unreduced early retirement benefit is available for retirement at age 61 through age 64. Ms. Rigatti was eligible to receive this benefit as of December 31, 2024.

  166. Non-Qualified Deferred Compensation Table – Fiscal Year 2024

    Non-Qualified Deferred Compensation Table – Fiscal Year 2024 The following table presents information regarding the contributions to and earnings on our NEOs’ deferred compensation balances during 2024, and the total deferred amounts for the NEOs at the end of 2024. All deferrals are under the Executive Deferred Compensation Plan (“EDCP”), except for restricted stock units (“RSUs”) that vested or are considered to have been vested for certain purposes at the end of 2024 as a result of the retirement vesting provisions applicable to such RSUs.

  167. Non-Qualified Deferred Compensation Table – Fiscal Year 2024

    | | | Executive | Registrant | Aggregate | Aggregate | Aggregate | | | | Contributions in | Contributions in | Earnings in | Withdrawals/ | Balance at Last | | | | Last Fiscal Year(2) | Last Fiscal Year(2) | Last Fiscal Year(3) | Distributions(4) | Fiscal Year End | | Name(1) | | ($) | ($) | ($) | ($) | ($) | | (a) | | (b) | (c) | (d) | (e) | (f) | | Pedro J. Pizarro | EDCP | 254,937 | — | 197,815 | — | 4,885,698 | | Maria Rigatti | EDCP | — | — | 51,435 | 3,520 | 1,252,000 | | | RSUs | — | 2,035,307 | — | — | 2,035,307 | | Adam S. Umanoff | EDCP | — | — | 172,731 | — | 4,208,503 | | | RSUs | — | 483,343 | 125,058 | 500,493 | 1,437,004 | | Steven D. Powell | EDCP | 297,342 | — | 46,817 | 14,281 | 1,191,050 | | Caroline Choi | EDCP | 26,983 | — | 61,838 | — | 1,520,088 |

  168. Non-Qualified Deferred Compensation Table – Fiscal Year 2024

    | (1) The balances shown represent compensation already reportable in the Summary Compensation Table in this and prior Proxy Statements, except for the portion of interest not considered above-market under SEC rules. |

  169. Non-Qualified Deferred Compensation Table – Fiscal Year 2024

    | (2) The amounts reported as executive and registrant contributions in 2024 also are included as compensation in the appropriate columns of the Summary Compensation Table above, except as otherwise noted in this footnote (2) with respect to the RSUs awarded to Mr. Umanoff and Ms. Rigatti. The RSUs awarded to Mr. Umanoff and Ms. Rigatti during 2022, 2023, and 2024 are reported in the Stock Awards column of the Summary Compensation Table above for the year of grant (based on their respective grant date fair values), while in this Non-Qualified Deferred Compensation Table the units that became vested (or deemed vested for certain purposes during 2024 as a result of the retirement vesting provisions applicable to these awards) are reported as registrant contributions based on the closing price of EIX Common Stock on December 31, 2024 (the last NYSE trading day in 2024) and include dividend equivalents accrued as of December 31, 2024. Mr. Umanoff was retirement-eligible during all of 2024, and Ms. Rigatti became retirement-eligible during 2024. All of the RSUs granted to Mr. Umanoff in 2024 and to Ms. Rigatti in 2022, 2023, and 2024 became vested for certain purposes during 2024 as a result of the retirement vesting provisions applicable to these awards. In accordance with applicable SEC rules, these units are reflected in this table because, while the units are considered to have been vested for certain purposes at the end of 2024, they had not yet become payable. |

  170. Non-Qualified Deferred Compensation Table – Fiscal Year 2024

    | (3) Only the portion of earnings on deferred compensation that is considered to be at above-market rates under SEC rules is included as compensation in the Summary Compensation Table. There were no such earnings considered to be above-market to report for 2024 in column (g) of the Summary Compensation Table above under SEC rules. |

  171. Non-Qualified Deferred Compensation Table – Fiscal Year 2024

    | (4) Distributions to Ms. Rigatti were made in accordance with plan terms pursuant to her 2014 termination of employment from Edison Mission Energy, an indirect wholly owned subsidiary of EIX that in 2014 had substantially all of its assets and liabilities discharged in bankruptcy or transferred to third parties. Distributions to Mr. Powell were made in accordance with plan terms pursuant to his in-service payment elections. The amounts reported in column (e) for Mr. Umanoff for RSUs reflect distributions in 2024 for restricted stock units granted in 2021 that are considered to have become vested for certain purposes but not payable prior to 2024 as a result of the retirement vesting provisions applicable to such awards. |

  172. Non-Qualified Deferred Compensation Table – Fiscal Year 2024

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  173. Potential Payments Upon Termination or Change in Control

    Potential Payments Upon Termination or Change in Control The following plans provide benefits that may become payable to NEOs, depending on the circumstances surrounding their termination of employment with the Company. When listing the potential payments to the NEOs under the plans described below, it is assumed that the applicable triggering event (retirement or other termination of employment) occurred on December 31, 2024 and that the price per share of EIX Common Stock is equal to the closing price as of such date.

  174. Potential Payments Upon Termination or Change in Control

    Potential Payments Upon Termination or Change in Control The following table presents the estimated payments and benefits that would have been payable as of December 31, 2024 to the NEOs who were employed on that date by EIX or its subsidiaries, in the event of an involuntary termination of employment without cause (severance), separation in connection with a change in control of the EIX (enhanced severance), and separation due to death. The amounts reported in the table do not include benefits that would have been payable to the NEO if the triggering event had not occurred. .

  175. Potential Payments Upon Termination or Change in Control

    | | | Enhanced Change | | | | | in Control | | | | Severance | Severance(1) | Death | | Name | ($) | ($) | ($) | | Pedro J. Pizarro | | | | | Lump sum cash | 3,290,000 | 9,870,000 | — | | Health care coverage(2) | — | — | — | | Retirement plan benefits(3) | 703,603 | 2,110,807 | — | | Equity acceleration(4) | 27,043,256 | 30,860,331 | 30,860,331 | | Reimbursable expenses(5) | 30,000 | 60,000 | — | | Survivor benefits | — | — | — | | Total: | 31,066,859 | 42,901,138 | 30,860,331 | | Maria Rigatti | | | | | Lump sum cash | 1,480,000 | 4,440,000 | — | | Health care coverage(2) | — | — | — | | Retirement plan benefits(3) | 324,787 | 974,205 | — | | Equity acceleration(4) | — | — | — | | Reimbursable expenses(5) | 30,000 | 60,000 | — | | Survivor benefits | — | — | — | | Total: | 1,834,787 | 5,474,205 | — | | Adam S. Umanoff | | | | | Lump sum cash | 1,313,500 | 3,940,500 | — | | Health care coverage(2) | — | — | — | | Retirement plan benefits(3) | 238,585 | 715,612 | — | | Equity acceleration(4) | — | — | — | | Reimbursable expenses(5) | 30,000 | 60,000 | — | | Survivor benefits | — | — | — | | Total: | 1,582,085 | 4,716,112 | — | | Steven D. Powell | | | | | Lump sum cash | 1,424,500 | 4,273,500 | — | | Health care coverage | 22,694 | 34,041 | — | | Retirement plan benefits(3) | 126,870 | 380,537 | — | | Equity acceleration(4) | 5,149,236 | 5,970,086 | 5,970,086 | | Reimbursable expenses(5) | 30,000 | 60,000 | — | | Survivor benefits | — | — | — | | Total: | 6,753,300 | 10,718,164 | 5,970,086 | | Caroline Choi | | | | | Lump sum cash | 895,752 | 1,791,504 | — | | Health care coverage(2) | — | — | — | | Retirement plan benefits(3) | 129,401 | 258,682 | — | | Equity acceleration(4) | 2,394,006 | 2,739,069 | 2,739,069 | | Reimbursable expenses(5) | 30,000 | 40,000 | — | | Survivor benefits | — | — | — | | Total: | 3,449,159 | 4,829,255 | 2,739,069 |

  176. Potential Payments Upon Termination or Change in Control

    | (1) The benefits in the table for a hypothetical change-in-control severance would be in lieu of (not in addition to) the severance benefits as disclosed in the “Severance” column. |

  177. Potential Payments Upon Termination or Change in Control

    | (2) Messrs. Pizarro and Umanoff and Mses. Rigatti and Choi would each have been eligible for retiree health care benefits due to retirement, regardless of eligibility to receive severance benefits. |

  178. Potential Payments Upon Termination or Change in Control

    | 64 2025 Proxy Statement | www.edison.com/investors |

  179. Potential Payments Upon Termination or Change in Control

    | (3) The amounts reported for severance and change-in-control severance include the actuarial values of the additional years of age and service that would have been credited under the Executive Retirement Plan for the hypothetical severance and change-in-control severance. |

  180. Potential Payments Upon Termination or Change in Control

    | (4) The values shown for equity acceleration assume (only for purposes of illustration as of December 31, 2024 and not as an expectation or projection about the future) that the performance as of December 31, 2024 for outstanding performance shares will continue at the same level through the remainder of the respective performance periods: 2023 and 2024 TSR Performance shares will have payment multipliers of 2.00x and 1.40x, respectively; and 2023 and 2024 EPS Performance shares will have payment multipliers of 1.07x and 1.01x, respectively. The values shown in the “Severance” column represent the additional vesting that would occur in connection with an involuntary termination without cause absent a change in control. Executives are only eligible for enhanced equity award acceleration in connection with a change in control if (i) the equity awards are terminated in connection with the change in control or (ii) the executive experiences a qualifying termination of employment in connection with the change in control (regardless of whether the equity awards are continued or terminated in connection with the change in control). Thus, the values shown in the “Enhanced Changed in Control Severance” column reflect the accelerated vesting that would occur under either of these scenarios assuming a termination and/or change in control date of December 31, 2024. No values are reported for the equity held by Mr. Umanoff and Ms. Rigatti because their equity would have vested due to retirement, regardless of eligibility to receive severance benefits. |

  181. Potential Payments Upon Termination or Change in Control

    | (5) Includes outplacement and educational assistance benefits. |

  182. Pay Versus Performance

    Pay Versus Performance This section has been included in this Proxy Statement pursuant to the SEC’s pay versus performance (“PvP”) disclosure rules. The SEC has developed a definition of pay, referred to as compensation actually paid (“CAP”), that companies must calculate and compare to both Summary Compensation Table (“SCT”) pay and certain performance measures in the following Pay Versus Performance table. The Committee does not use CAP as a basis for making compensation decisions. Please refer to the Compensation Discussion and Analysis above for a description of how we use our compensation program to drive performance. In accordance with the PvP rules, the following Pay Versus Performance Table summarizes the relationship between SCT pay, CAP and our financial performance for the years shown in the table for our CEO and our other Named Executive Officers (in this discussion, our CEO is also referred to as our principal executive officer or “PEO,” and our Named Executive Officers other than our CEO are referred to as our “Non-PEO NEOs”).

  183. Pay Versus Performance Table

    Pay Versus Performance Table

  184. Pay Versus Performance Table

    | | | | | | Value of Initial Fixed $100 | | | | | | | | Average | | Investment Based On: | | | | | | | | Summary | Average | | | | | | | Summary | | Compensation | Compensation | | | | | | | Compensation | Compensation | Table Total | Actually Paid to | | PHLX Utility | EIX Net | | | | Table Total | Actually | for Non-PEO | Non-PEO | EIX | Sector Index | Income(5) | EIX Core | | | for CEO(1)(2) | Paid to CEO(3) | NEOs(1)(2) | NEOs(3) | TSR(4) | TSR(4) | (Millions) | EPS(6) | | Year | ($) | ($) | ($) | ($) | ($) | ($) | ($) | ($) | | (a) | (b) | (c) | (d) | (e) | (f) | (g) | (h) | (i) | | 2024 | 13,809,571 | 21,038,535 | 3,425,788 | 4,503,583 | 131 | 134 | 1,546 | 4.93 | | 2023 | 14,881,111 | 22,827,198 | 3,411,388 | 4,573,893 | 113 | 111 | 1,407 | 4.76 | | 2022 | 12,191,229 | 11,737,696 | 2,682,477 | 2,693,250 | 97 | 122 | 824 | 4.61 | | 2021 | 14,364,340 | 20,039,901 | 3,150,435 | 4,001,757 | 99 | 121 | 925 | 4.62 | | 2020 | 15,785,999 | 5,705,558 | 3,519,193 | 1,589,352 | 87 | 103 | 871 | 4.65 |

  185. Pay Versus Performance Table

    | (1) Mr. Pizarro was our CEO for each of the five years included in the table above. For 2020, our Non-PEO NEOs were Ms. Rigatti, Mr. Umanoff, Kevin M. Payne (SCE’s President and CEO in 2020 and 2021 through Nov. 30, 2021), and J. Andrew Murphy (EIX SVP through July 2023 and President and CEO of Trio (formerly Edison Energy) since July 2023). For 2021, our Non-PEO NEOs were Ms. Rigatti and Messrs. Umanoff, Powell, Murphy, and Payne. For 2022, our Non-PEO NEOs were Mses. Rigatti and Choi and Messrs. Umanoff and Powell. For 2023, our Non-PEO NEOs were Ms. Rigatti and Messrs. Umanoff, Powell, and Murphy. For 2024, our Non-PEO NEOs are Mses. Rigatti and Choi and Messrs. Umanoff and Powell. |

  186. Pay Versus Performance Table

    | (2) The dollar amounts reported in column (b) are the amounts reported for Mr. Pizarro (our CEO) for each of the corresponding years in the “Total” column of the Summary Compensation Table in each applicable year. The dollar amounts reported in column (d) represent the average of the amounts reported for our Non-PEO NEOs as a group (excluding Mr. Pizarro) in the “Total” column of the Summary Compensation Table in each applicable year. |

  187. Pay Versus Performance Table

    | (3) For purposes of this table, the CAP for each of our NEOs means the NEO’s total compensation as reflected in the SCT for the applicable year and adjusted for the following with respect to each NEO: |

  188. Pay Versus Performance Table

    | ● | Less the aggregate change in the actuarial present value of the accumulated benefit under the SCE Retirement Plan and the EIX Executive Retirement Plan included in the “Change in Pension Value and Non-Qualified Deferred Compensation Earnings” column of the SCT for the applicable year, |

  189. Pay Versus Performance Table

    | ● | Plus the pension service cost for the applicable year (there was no prior service cost for the NEOs for the fiscal years covered by the table), |

  190. Pay Versus Performance Table

    | ● | Less the amounts reported in the “Stock Awards” and “Option Awards” columns of the SCT for the applicable year, |

  191. Pay Versus Performance Table

    | ● | Plus the year-end value of EIX LTI awards granted in the covered fiscal year that were outstanding and unvested at the end of the covered fiscal year, |

  192. Pay Versus Performance Table

    | ● | Plus/(less) the change in value as of the end of the covered fiscal year as compared to the end of the prior fiscal year for EIX LTI awards that were granted in prior years and were outstanding and unvested at the end of the covered fiscal year, |

  193. Pay Versus Performance Table

    | ● | Plus the vesting date value of EIX LTI awards which were granted and vested during the same covered fiscal year (none of EIX’s LTI awards granted to NEOs during the fiscal years covered by the table vested in the year of grant), |

  194. Pay Versus Performance Table

    | ● | Plus/(less) the change in value as of the vesting date as compared to the end of the prior fiscal year for awards that were granted in prior years and vested in the covered fiscal year, |

  195. Pay Versus Performance Table

    | ● | Less, as to any EIX LTI awards that were granted in prior fiscal years and were forfeited during the covered fiscal year, the value of such awards as of the end of the prior fiscal year (none of EIX’s LTI awards granted to NEOs in prior fiscal years were forfeited during the fiscal years covered by the table), |

  196. Pay Versus Performance Table

    | ● | Plus the dollar value of any dividends or other earnings paid during the covered fiscal year on outstanding and unvested EIX LTI awards (no dividends or dividend equivalents are credited with respect to EIX options and, for other EIX LTI awards, the crediting of dividend equivalents has been taken into account in determining the applicable year-end or vesting date value of the award), |

  197. Pay Versus Performance Table

    | ● | Plus, as to an EIX LTI award that is materially modified during the covered fiscal year, the amount by which the value of the award as of the date of the modification exceeds the value of the original award on the modification date (none of EIX’s LTI awards held by the NEOs were materially modified during the fiscal years covered by the table). |

  198. Pay Versus Performance Table

    The table above reflects the CAP for our CEO and the average of the CAPs determined for the Non-PEO NEOs.

  199. Pay Versus Performance Table

    | 66 2025 Proxy Statement | www.edison.com/investors |

  200. Pay Versus Performance Table

    The following table provides a reconciliation of the SCT Total to CAP for our CEO.

  201. Pay Versus Performance Table

    | | Fiscal Year | Fiscal Year | Fiscal Year | Fiscal Year | Fiscal Year | | Reconciliation of Summary Compensation Table Total to Compensation Actually Paid for CEO | 2020 ($) | 2021 ($) | 2022 ($) | 2023 ($) | 2024 ($) | | Summary Compensation Table Total | 15,785,999 | 14,364,340 | 12,191,229 | 14,881,111 | 13,809,571 | | - Aggregate Change in Actuarial Present Value of Accumulated Pension Value Included in the SCT | (5,387,582) | (3,187,737) | 0 | (2,494,851) | (1,225,053) | | + Pension Service Cost | 366,188 | 341,921 | 732,343 | 673,109 | 649,629 | | - Grant Date Fair Value of Option Awards and Stock Awards Granted in Fiscal Year | (7,417,623) | (7,647,587) | (8,768,150) | (9,100,190) | (9,310,105) | | + Fair Value at Fiscal Year-End of Outstanding and Unvested Option Awards and Stock Awards Granted in Fiscal Year | 7,488,037 | 13,800,409 | 9,536,342 | 11,501,616 | 12,103,669 | | + Change in Fair Value of Outstanding and Unvested Option Awards and Stock Awards Granted in Prior Fiscal Years | (4,838,500) | 2,713,850 | (1,221,846) | 5,112,984 | 2,968,860 | | + Change in Fair Value as of Vesting Date of Option Awards and Stock Awards Granted in Prior Fiscal Years For Which Applicable Vesting Conditions Were Satisfied During Fiscal Year | (290,962) | (345,295) | (732,222) | 2,253,420 | 2,041,964 | | Compensation Actually Paid | 5,705,558 | 20,039,901 | 11,737,696 | 22,827,198 | 21,038,535 |

  202. Pay Versus Performance Table

    The following table provides a reconciliation of the average of the SCT Total for the Non-PEO NEOs for a fiscal year to the average of the CAP for the Non-PEO NEOs for that fiscal year.

  203. Pay Versus Performance Table

    | | Fiscal Year | Fiscal Year | Fiscal Year | Fiscal Year | Fiscal Year | | Reconciliation of Average Summary Compensation Table Total to Average Compensation Actually Paid for Non-PEO NEOs | 2020 ($) | 2021 ($) | 2022 ($) | 2023 ($) | 2024 ($) | | Summary Compensation Table Total | 3,519,193 | 3,150,435 | 2,682,477 | 3,411,388 | 3,425,788 | | - Aggregate Change in Actuarial Present Value of Accumulated Pension Value Included in the SCT | (1,050,375) | (598,406) | (61,312) | (599,130) | (427,579) | | + Pension Service Cost | 84,694 | 108,558 | 230,453 | 217,092 | 205,762 | | - Grant Date Fair Value of Option Awards and Stock Awards Granted in Fiscal Year | (1,354,502) | (1,290,029) | (1,375,761) | (1,550,274) | (1,651,484) | | + Fair Value at Fiscal Year-End of Outstanding and Unvested Option Awards and Stock Awards Granted in Fiscal Year | 1,367,354 | 2,246,445 | 1,496,288 | 1,959,371 | 2,147,023 | | + Change in Fair Value of Outstanding and Unvested Option Awards and Stock Awards Granted in Prior Fiscal Years | (920,735) | 438,009 | (176,858) | 790,838 | 485,052 | | + Change in Fair Value as of Vesting Date of Option Awards and Stock Awards Granted in Prior Fiscal Years For Which Applicable Vesting Conditions Were Satisfied During Fiscal Year | (56,277) | (53,254) | (102,037) | 344,608 | 319,022 | | Compensation Actually Paid | 1,589,352 | 4,001,757 | 2,693,250 | 4,573,893 | 4,503,583 |

  204. Pay Versus Performance Table

    | (4) EIX TSR represents cumulative total shareholder return on a fixed investment of $100 in the EIX’s common stock for the period beginning on the last trading day of 2019 through the end of the applicable fiscal year and is calculated assuming the reinvestment of dividends. PHLX Utility Sector Index TSR represents cumulative total shareholder return on a fixed investment of $100 in the PHLX Utility Sector Index for the period beginning on the last trading day of 2019 through the end of the applicable fiscal year and is calculated assuming the reinvestment of dividends. |

  205. Pay Versus Performance Table

    | (5) This column shows EIX’s GAAP net income for each fiscal year covered by the table. |

  206. Pay Versus Performance Table

    | (6) This column shows EIX’s Core EPS (as measured for EPS performance shares) for each fiscal year covered by the table. See Performance Share Awards: Core EPS Metric above for more information about the calculation of this metric. |

  207. Pay Versus Performance Table

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