Company: IHETW
Filing Date: 2025-04-28
Form Type: DEFA14A
Source: 0001193125-25-100509
Chunk: 4

Company: iHeartMedia, Inc.
Filing Date: 2025-04-28
Form: DEFA14A
Chunk 4
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2024: 71% of target • 2023: 94% of target • 2022: 0% of target Salary AIP Cash Bonus Long-Term Incentives 2024 AIP Performance Result: $47,036 • 2024 Adjusted EBITDA: Full-year performance of $756.8M came in below our rigorous target of $873.6M • 2024 Adjusted FCF: Full-year performance of $97.4M came in below our rigorous target of $187.0M $23,618 2022-2024 LTIP Cycle Payout: 15% of Target Projected Three- Year Realizable 2022-2024 LTIP Performance Result: Pay of th • 2022-2024 Relative TSR (50%): Performance at the 7 percentile was below 50% of th the threshold of the 25 percentile Target • 2022-2024 Adjusted EBITDA (25%): Performance of $2.35B was below the rigorous threshold of $2.54B 1 Total Proxy-Reported Target Pay Total Realizable Pay (2022-2024) (2022-2024) • 2022-2024 Human Capital Goals (25%): Performance of a 6.1-point improvement came in below our rigorous target of a 10-point improvement 1 Realizable value of RSUs and performance awards based on $1.98 stock price, the closing price on December 31, 2024, the fiscal year end date. For the realizable pay calculation, completed 2022 PSUs reflect the achieved payout of 15.3%, completed 2024 debt PSUs reflect the achieved payout of 100% of target, unvested market-based performance awards are valued 6 using their respective projected payouts as of December 31, 2024, and non-market-based performance awards are valued assuming a target payout

Executive Compensation Program Aligned with Best Practices iHeart reviews its compensation policies regularly to ensure we maintain a program that best aligns our leadership with the interests of stockholders Executive Compensation Enhancements Informed by Stockholder Engagement 1 ü Robust stockholder engagement program Ø Increased the CEO & President’s long-term incentive awards from 50% to 65% performance based-equity to ensure further alignment of top executive and stockholder outcomes Ø Added a Compensation Committee letter to the proxy statement describing the inputs and process that went into our executive compensation decisions and enhanced