Company: IHETW
Filing Date: 2025-04-01
Form Type: DEF 14A
Source: 0001400891-25-000022
Chunk: 51

Company: iHeartMedia, Inc.
Filing Date: 2025-04-01
Form: DEF 14A
Chunk 51
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1,000,000 |     | $                   | 2,480,000 |     |                                      | 770,000 |     |                                      | 1,430,000 |     | $                         | 5,456,000 |     | $                         | 7,936,000 |
| Michael B. McGuinness |     |                                       |  87,500 |     |                           |  87,500 |     |                                          |   175,000 |     | $                   |   434,000 |     |                                      |  87,500 |     |                                      |    87,500 |     | $                         |   434,000 |     | $                         |   868,000 |

2024 Annual Long-Term Incentive Compensation Award Achievements

Following the end of 2024, the Compensation Committee determined the cost savings performance metric of the 2024 PSU award exceeded the target cost savings goal, such that 120% of the target PSUs associated with that goal were earned.

|                            |     | Threshold 67% |     | Target 100% |     | Maximum 120% |     | 2024 Actual |     | Achievement |
| Cost Savings (in millions) |     |        $26.67 |     |      $40.00 |     |       $48.00 |     |      $50.70 |     | 120%        |

The Compensation Committee also determined the debt performance goal of the 2024 PSU award granted to Messrs. Pittman and Bressler was met as the Company had extended the maturity of approximately $4.8 billion (or 92%) of its aggregate principal amount of outstanding debt by three years and reduced its total debt, resulting in a funding at 100% of target. The earned 2024 cost savings and debt PSUs will not vest until February 27, 2027, subject to each NEO's continued employment.

2025 Annual Long-Term Incentive Compensation Awards

For the 2025 annual long-term incentive awards, the Compensation Committee continued to have the award mix for our CEO and President be more performance-based, consisting of 35% RSUs and 65% PSUs for Messrs. Pittman and Bressler, to maintain the strong alignment between compensation and stockholder value creation. The 2025 PSU performance metrics incentivize the execution of key business priorities and performance in the three years following grant, and include a cumulative Adjusted