Company: MYGN
Filing Date: 2025-04-09
Form Type: DEF 14A
Source: 0000899923-25-000028
Chunk: 50

Company: MYRIAD GENETICS INC
Filing Date: 2025-04-09
Form: DEF 14A
Chunk 50
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PS each represented 5% of an executive officer's total score, and individual MBOs accounted for the remaining 20-40%. Long-term incentives for the 2024 fiscal year, which were comprised of 50% each of RSUs and PSUs, were also based in part on the Company's performance as measured by certain financial performance metrics set by the CHCC, as shown in the following illustration:

| Annual Equity Grant: 50% RSUs                                      |     | Annual Equity Grant: 50% PSUs                                                                                                             |
| •Number of RSUs granted is fixed at the grant date                 |     | •Target number of PSUs is set at the grant date                                                                                           |
| •Pro-rata vesting over three years subject to continued employment |     | •Actual number of units earned is based on Company performance relative to revenue, adjusted EPS, and relative stockholder return targets |
|                                                                    |     | •Vest on three-year anniversary of the grant date subject to continued employment                                                         |

The 2024 long-term incentive program includes the following performance metrics: revenue (34% weighting), adjusted EPS (33% weighting), and relative total stockholder return (33% weighting). The relative total stockholder return metric is measured from January 1, 2024 to December 31, 2026 and the revenue and adjusted EPS metrics are measured based on fiscal year 2026 results. Named Executive Officer Pay at a Glance To ensure that the interests of our NEOs are aligned with those of our stockholders, the CHCC has designed our executive compensation program to include a substantial majority of target pay that is at-risk. At-risk pay may be cash-based, equity-based, or both. The charts below show that the target compensation opportunities for our NEOs are heavily weighted towards variable at-risk pay elements that are earned only based on achievement of performance goals or through continued employment with us. For fiscal year 2024 , approximately 91.6% of our President and Chief Executive Officer's 2024 target compensation was comprised of at-risk pay. Similarly, approximately 85.7% of our other NEOs' aggregate 2024 target compensation was comprised of at-risk pay. 33

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Role of Stockholder Say-on-Pay Votes We value our stockholders' opinion and feedback and are committed to maintaining an active dialogue to understand the priorities and concerns of our stockholders. We engaged with a majority of our top 25 stockholders on a quarterly basis during fiscal year 2024