Company: APTV
Filing Date: 2025-03-10
Form Type: DEF 14A
Source: 0000950170-25-036263
Chunk: 24

Company: Aptiv PLC
Filing Date: 2025-03-10
Form: DEF 14A
Chunk 24
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. For 2024, the Compensation Committee approved the following design changes to the Annual Incentive Plan (from the 2023 program): • Replaced Adjusted Net Income with Adjusted Operating Income as a performance metric to better align to how Aptiv's business unit performance is measured and to enhance line-of-sight for the participants; • Reduced the overall weighting of Growth over Market performance to reflect Aptiv's expansion of revenue sources outside of the automotive industry; and • Restored an annual performance measurement period versus two 6-month performance periods (which was a temporary feature used in 2023 to address short-term macroeconomic and supply chain headwinds). Financial Performance Objectives (75% Weighting). For 2024, the Compensation Committee approved the three financial performance metrics described in the table above, including OI, CFBF / SOCF and GOM, which were collectively weighted 75% of the Annual Incentive Plan. Performance Goal Setting . The OI, CFBF / SOCF and GOM goals and the award payout levels related to the achievement of those goals are measured on a performance scale set by the Compensation Committee. Performance below the minimum threshold for a metric would result in no payout for that metric, and performance above the maximum level for a metric would be capped at a maximum total payout of 200% of target with respect to that metric. The Compensation Committee consistently sets performance targets that are rigorous and aligned with Aptiv’s goal planning process and commitments to operational excellence. Our Annual Incentive Plan target goals, approved by the Compensation Committee, are generally established to reflect our focus on growth over prior year actual outcomes and above market growth in the performance period. Aptiv’s targeted levels of performance continue to reflect rigorous hurdles taking into account the challenging macroeconomic outlook and consistent with our goal of delivering exceptional operational performance. In addition, for our business segment leaders, the Compensation Committee approves segment-specific financial performance targets to further enhance pay and performance alignment for the respective segment leaders.

COMPENSATION DISCUSSION AND ANALYSIS 37 For 2024, each NEO's award was designed to payout as follows: • For Messrs. Clark, Laroyia, Massaro and Louissaint, enterprise-wide ("Total Aptiv") performance metrics were weighted 100% of the overall financial weighting, reflecting their broad enterprise-level responsibilities. • For Mr. Khan, Total Aptiv performance metrics and Advanced Safety and User Experience ("AS&UX") performance metrics were each weighted 50% of the overall financial