TERCER EXPERIMENTO

Ewout L. Steenbergen: EVP, Chief Financial Officer

Mr. Steenbergen joined the Company in his current role in November 2016.

Mr. Steenbergen’s 2017 Pay-for-Performance

2017 Key Achievements:

As EVP, Chief Financial Officer, Mr. Steenbergen: • Delivered strong performance and exceeded Revenue, EBITA and EPS goals. For 2017, ICP Adjusted Revenue grew 7% to $6.06 billion. On an organic basis, full-year revenue increased 13%. ICP Adjusted EBITA increased 18% to $2.86 billion and ICP Adjusted EPS from continu- ing operations increased 29% to $6.89. For a reconciliation of organic revenue growth to GAAP, see Exhibit B.

• Demonstrated strong leadership of capital ini- tiatives, including M&A and development and implementation of a new S&P Global capital management framework.

• Initiated and drove several key Company ini- tiatives, including the strategic planning process and new integrated operating model described on page 39 of this Proxy Statement.

• Demonstrated leadership on international growth opportunities, including implementation of international oversight through regional over- sight councils.

$0.75M 21%

$1.0M 28%

2017 TOTAL TARGET COMPENSATION $3.55M $1.8M 51% Base Salary Annual Incentive Long-Term Incentives $3.55M 30% RSUs 70% PSUs

Variable / Performance-Based Compensation

2017 Actual Annual Incentive Payout

For results achieved in 2017, Mr. Steenbergen re- ceived a payout of $1,950,000, representing 195% of target.

Long-Term Incentive Awards

For details on his 2017 annual long-term incentive grant, see our Long-Term Incentive Plan discussion and 2017 Grants of Plan-Based Awards Table below.

John L. Berisford: President, S&P Global Ratings

Mr. Berisford joined the Company in January 2011 as Executive Vice President, Human Resources. Effective November 3, 2015, he was appointed to his current role as President, S&P Global Ratings.

Mr. Berisford’s 2017 Pay-for-Performance

2017 Key Achievements:

As President, S&P Global Ratings, Mr. Berisford: • Delivered strong financial performance. ICP Ad-

justed Revenue of S&P Global Ratings increased 18% to $2.99 billion and ICP Adjusted EBITA of S&P Global Ratings increased 27% to

$1.61 billion.

• Improved the commercial model and increased market facing commercial coverage, including the launch of a new platform, Ratings 360, for issuers.

• Launched a new green evaluation tool to pro- mote ESG products in response to growing mar- ket demand.

• Restructured analytical organization to improve relevance, agility and accountability.

• Continued extensive communication with mar- ket participants, boards and regulators.

• Continued to advance programs that promote a robust risk, control and compliance culture.

$1.3M 49%

$0.6M 23%

2017 TOTAL TARGET COMPENSATION $2.65M $0.75M 28% $2.65M 30% RSUs 70% PSUs Base Salary Annual Incentive Long-Term Incentives Variable / Performance-Based Compensation

2017 Actual Annual Incentive Payout

For results achieved in 2017, Mr. Berisford received a payout of $1,300,000 representing 173% of target.

2017 Long-Term Incentive Awards

For details on his 2017 annual long-term incentive grant, see our Long-Term Incentive Plan discussion and our 2017 Grants of Plan-Based Awards Table below.

Michael A. Chinn: President, S&P Global Market Intelligence and EVP, Data and Technology Innovation, S&P Global

Mr. Chinn joined the Company in September 2015 as President, S&P Market Intelligence. During the 2017 fiscal year, Mr. Chinn was President, Market and Commodities Intelligence. Effective January 1, 2018, he was also appointed as Executive Vice President, Data and Technology Innovation, S&P Global.

Mr. Chinn’s 2017 Pay-for-Performance

2017 Key Achievements:

As President, S&P Global Market Intelligence and EVP, Data and Technology Innovation, S&P Global, Mr. Chinn:

• Delivered strong financial performance. ICP Ad- justed Revenue of S&P Global Market and Commodities Intelligence decreased 5% to $2.45 billion due to divestitures. Adjusting Rev- enue for acquisitions, divestitures and product closures, organic revenue growth was 8%. ICP Adjusted EBITA of S&P Global Market and Com- modities Intelligence increased 4% to

$912 million. For a reconciliation of organic rev- enue growth to GAAP, see Exhibit B.

• Exhibited strong external focus with clients to understand and develop solutions to meet cus- tomer needs.

• Delivered on product enhancements with the launch of the new Market Intelligence platform. • Continued to define and implement synergy

opportunities from original SNL acquisition and identified other collaboration opportunities across the company.

$1.05M 45% $0.55M 23% $0.75M 32%

2017 TOTAL TARGET COMPENSATION $2.35M $2.35M 30% RSUs 70% PSUs Base Salary Annual Incentive Long-Term Incentives Variable / Performance-Based Compensation

2017 Actual Annual Incentive Payout

For results achieved in 2017, Mr. Chinn received a payout of $1,300,000 representing 173% of target.

2017 Long-Term Incentive Awards

For details on his 2017 annual long-term incentive grant, see our Long-Term Incentive Plan discussion and our 2017 Grants of Plan-Based Awards Table below.

Alexander J. Matturri: Chief Executive Officer, S&P Dow Jones Indices

Mr. Matturri joined the Company in his current role in May 2007.

Mr. Matturri’s 2017 Pay-for-Performance

2017 Key Achievements:

As Chief Executive Officer, S&P Dow Jones Indices, Mr. Matturri:

• Delivered strong financial performance. ICP Ad- justed Revenue of S&P Dow Jones Indices in- creased 15% to $733 million and ICP Adjusted EBITA of S&P Dow Jones Indices increased 14% to $478 million.

• Built up new, innovative strategies for the long- term evolution of S&P Dow Jones Indices, includ- ing launching new custom and ESG products. • Deepened strategic relationships with exchanges

and extended global reach with new exchange partnerships, including in Mexico and Brazil. • Improved continuity of business by implement-

ing a comprehensive technology operating strategy.

• Ensured the business is ready for the evolving regulatory landscape with an operational em- phasis in risk, control and compliance.

$0.55M 24% $0.75M 33% $1.0M 43%

2017 TOTAL TARGET COMPENSATION $2.3M 12% RSUs 28% PSUs 60% Long- Term Cash $2.3M Base Salary Annual Incentive Long-Term Incentives Variable / Performance-Based Compensation

2017 Actual Annual Incentive Payout

For results achieved in 2017, Mr. Matturri received a payout of $1,200,000 representing 160% of target.

2017 Long-Term Incentive Awards

For details on his 2017 annual long-term incentive grant, see our Long-Term Incentive Plan discussion and our 2017 Grants of Plan-Based Awards Table below.