Company: IHETW
Filing Date: 2025-04-01
Form Type: DEF 14A
Source: 0001400891-25-000022
Chunk: 40

Company: iHeartMedia, Inc.
Filing Date: 2025-04-01
Form: DEF 14A
Chunk 40
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 shows our CEO’s aggregate compensation opportunity over the last three years (since the starting point of his new contract) versus the realizable value of our CEO’s three-year compensation. The realizable value reflects our CEO’s actual cash compensation earned for the three-year period, and the intrinsic value of his long-term incentive awards as of December 31, 2024, based on our closing stock price on December 31, 2024 of $1.98 per share, projected funding of in-cycle PSUs and final funding percentage of the 2022 PSUs. The aggregate compensation opportunity reflects our CEO’s total target cash compensation opportunity (including base salary and target annual bonus) and the grant date fair value of his equity awards over the last three years.

Since the vast majority of our CEO’s reported pay represents potential pay, the chart below highlights the alignment of our at-risk compensation with our operating and stock price performance. Over the last three years, our CEO’s realizable compensation is significantly less than his aggregate compensation opportunity, reinforcing the performance orientation of our executive compensation program and the alignment of interests between our executives and our stockholders. This reflects our intended approach to pay for our executives: when performance goals are not met, the full value of their total compensation opportunity is not realized.

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We are committed to governance practices that protect and promote the long-term value of the Company for its stockholders. The Compensation Committee regularly reviews our executive compensation practices, which are summarized below, to ensure they reflect best practices, the evolving governance landscape and align executive and stockholder interests.

| What We Do                                                                                                                                                           |     | What We Don’t Do                                                                                                           |
| ✓Deliver a majority of executive compensation opportunity through performance-based, at-risk pay                                                                     
 ✓Maintain a peer group for aligning pay opportunities with prevailing market competitive practices                                                                   
 ✓Set challenging short- and long-term incentive objectives that align with shareholder value                                                                         
 ✓Require stock ownership by executives and directors, with minimum ownership levels defined by role                                                                  
 ✓Maintain a compensation clawback policy, which was updated in 2023 to comply with the new listing standards and covers cash and equity incentive-based compensation 
 ✓Have double-trigger change-in-control cash severance protection                                                                                                     
 ✓Conduct an annual risk assessment to mitigate any compensation program-related risk reasonably likely to have a material adverse effect on the Company              
 ✓Offer market-competitive benefits for executives that are generally consistent with those provided to the rest of our employees                                     
 ✓Consult with an independent