Company: UZF
Filing Date: 2025-08-08
Form Type: PRE 14A
Source: 0000821130-25-000048
Chunk: 44

Company: ARRAY DIGITAL INFRASTRUCTURE, INC.
Filing Date: 2025-08-08
Form: PRE 14A
Chunk 44
---
 consolidated company-wide basis and in a manner consistent with Array's presentation of capital expenditures for external reporting purposes.

<div align='center'>32</div>

If a metric did not meet the minimum threshold performance level, generally no bonus would be paid with respect to such metric. If maximum performance or greater is achieved, 20 0 % (or 150% with respect to the Consolidated Capital Expenditures metric) of the target opportunity for that metric will be funded. As shown above, actual performance exceeded the minimum threshold but was below maximum performance. As a result, the payout level was interpolated for such measure based on the actual result relative to the respective minimum threshold performance percentage and maximum performance percentage

As shown above, the quantitative company performance percentage for Array for 2024 was determined to be 113%.

#### Chair Assessment
The assessment of overall company goals and major initiatives as determined in the subjective judgment of the Chair was 126.0%. In arriving at this determination, the Chair considered the following accomplishments of Array during 2024:

• Success in strategic alternatives execution by reaching an agreement with T-Mobile for the sale of the wireless operations and a portion of the spectrum portfolio, along with a tower lease agreement on a significant portion of owned towers. Additionally, signed an agreement for the sale of a portion of the spectrum portfolio to Verizon, AT&T and other purchasers;

• Execution on cost saving opportunities through enterprise cost optimization program, exceeding the savings target and resulting in higher Adjusted operating income excluding depreciation and amortization (Adjusted OIBDA) and lower capital expenditures compared to target;

• Significant effort to stabilize the postpaid handset subscriber base;

• Continued Mid-Band rollout, exceeding budget for number of sites upgraded;

• Continued enhancement on the digital platform to produce a digital experience score higher than budget, which increased traffic and improved the customer experience; and

• Continued advocacy for government funding.

Individual Performance Objectives and Accomplishments

In addition to Array performance, the Chair, the President and CEO and members of the LTICC considered individual objectives and performance in determining executive compensation. There was no minimum level of achievement of any of those objectives before salary or other compensation could be increased or provided. The assessment of the achievement of such objectives was not formulaic, objective or quantifiable. Instead, individual performance considerations were factors, among others, that were generally taken into account in the course of making subjective judgments in connection with compensation decisions.

Mr. Therivel was the principal executive officer of Array and was primarily responsible for the performance of Array. Each