Company: MYGN
Filing Date: 2025-04-09
Form Type: DEF 14A
Source: 0000899923-25-000028
Chunk: 49

Company: MYRIAD GENETICS INC
Filing Date: 2025-04-09
Form: DEF 14A
Chunk 49
---
4                                                                                                                                                                                                                |
| Outperformed employee and customer engagement targets                                                  |     | Achieved 79th percentile for customer engagement and 72nd percentile for customer NPS, resulting in an achievement of 107% and 133% to target                                                                                                                                                                                                                                                   |
| Payout of 2022 PSUs reinforces at-risk, performance based nature of our executive compensation program |     | The total achievement percentage for our 2022 PSUs was 66% of target, consisting of revenue growth (98% of target), adjusted EPS (0% of target), and relative total stockholder return (100% of target)                                                                                                                                                                                         |
| No modifications to performance metrics                                                                |     | The CHCC did not lower or otherwise adjust 2024 performance metrics                                                                                                                                                                                                                                                                                                                             |

2024 Executive Compensation Program Overview During fiscal year 2024 and continuing into fiscal year 2025, the three principal components of our compensation program for executive officers are: • Annual base salary; 32

• Short-term incentive compensation in the form of an annual cash incentive award; and • Long-term incentive compensation in the form of (a) restricted stock units subject to time-based vesting ("RSUs") and (b) restricted stock units subject to vesting upon meeting certain performance metrics ("PSUs"). We believe that these compensation components provide the appropriate balance of short- and long-term compensation and incentives to our executive officers to drive our performance, success, and long-term growth. Our compensation program seeks to align compensation with our performance and reward our executive officers for their contribution to our growth, profitability, increased stockholder value, and employee and customer engagement through the recognition of individual leadership, initiatives, achievements, and other contributions. For short-term incentive awards for our executive officers for the 2024 fiscal year, the CHCC approved Company performance metrics and employee and customer engagement metrics as well as individual management business objectives (“MBOs”), which consist of goals tailored to each executive officer. The short-term incentive award component of our executive officers' compensation was balanced among the following factors: • Two financial performance metrics: revenue and adjusted operating income; • Two non-financial quantitative metrics: employee engagement and customer net promoter score ("NPS"); and • Individual MBOs. The relative weighting of the financial performance metrics, employee engagement, customer NPS, and individual MBOs varied among executive officers, with greater weight generally given to the financial performance metrics. Financial performance metrics represented between 50-70% of an executive officer's total score, engagement and customer N