COMPENSATIONDISCUSSIONANDANALYSIS 2022CompensationFrameworkandDecisions experience,thecompensationreceivedattheexecutiveofficersprioremployer(ifpubliclyavailableorvoluntarily disclosed)andthecompensationreceivedbytheexecutiveofficerspredecessorattheCompany.Thefollowingtable showsthe2022annualbasesalaryforeachNEO. BaseSalary BaseSalary NEO for 2022 ($) for 2021 ($) DanielH.Schulman 1,250,000 1,250,000 1 Gabrielle Rabinovitch 750,000 450,000 2 PeggyAlford 750,000 700,000 JonathanAuerbach 750,000 750,000 AaronKarczmer 750,000 700,000 3 BlakeJorgensen 750,000 — 4 JohnD.Rainey 750,000 750,000 MarkBritto 750,000 750,000 1 Ms.Rabinovitchsbasesalarywasincreasedto$750,000atthetimesheassumedtheroleofactingChiefFinancialOfficer,effectiveSeptember14,2022.In2021,Ms.Rabinovitchs basesalarywasincreasedto$450,000inconnectionwithherpromotiontoSeniorVicePresident,effectiveSeptember1,2021. 2 In January 2022, the CompensationCommitteeincreasedthebasesalaryofMs.Alford,effectiveApril1,2022,toalignherpayrelativetointernalandexternalpeers. 3 Mr. JorgensensbasesalarywasestablishedatthetimehejoinedtheCompanyinAugust2022andreflectshisannualizedrateofbasesalary. 4 Mr. Raineys base salary reflects his annualized rate of base salary. HowWeDetermineIncentiveCompensation WhendecidingthetargetamountandformsofincentivecompensationforourNEOs,theCompensationCommittee considersthesizeandcomplexityoftheNEOspositionandbusinessunitorfunction,aswellasthefollowingfactors (whichwerefertoasthe“IncentiveCompensationFactors”): • leadership; • performanceagainstfinancial,strategicandoperationalobjectivesandperformancemeasures; • defining and executingagainststrategy,roadmapsandbudgets; • driving innovation for the business unit or function; • negotiating,closing and integratingor implementingstrategictransactionsand partnerships; • championingandadvancingtheCompanyssetofcorevaluesofinclusion,innovation,collaborationandwellness;and • organizationaldevelopmentandhumancapitalmanagement,includinghiring,developmentandretentionforthe businessunitorfunctionbysupportingandenhancingDIE&Befforts. Individual performanceis evaluatedbasedonaholisticandsubjectiveassessmentofeachindividualNEOsperformance againstthesefactors. AnnualIncentivePlan The2022AIPprovidedeachofourNEOswiththeopportunitytoearnannualincentivecompensationbasedonCompany performanceandindividualperformance.ThemajorityofourNEOs2022AIPawardswasintheformofPBRSUs,tobe settled in shares of PayPal common stock basedon Companyachievementoftheapplicableperformancecriteria. TheCompensationCommitteebelievesthatourexecutivesannualincentivesshouldbetiedprimarilytoouroverall Companyperformance,withindividualcompensationdifferentiatedbasedonindividualperformance.Asareflectionofour CompanyscommitmenttoDIE&B,theCompensationCommitteehasincorporatedDIE&Bconsiderationsintothe individual performanceportionof our NEOs2022AIPawards,asdiscussedfurtherbelow. 56 •2023ProxyStatement