Company: MIRM
Filing Date: 2025-04-14
Form Type: DEF 14A
Source: 0001759425-25-000022
Chunk: 41

Company: Mirum Pharmaceuticals, Inc.
Filing Date: 2025-04-14
Form: DEF 14A
Chunk 41
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            | 10.6 | %   |
| Eric Bjerkholt       |     |           |     | $ | 485,000 |     |           |     | $ | 500,000 |     |            |  3.1 | %   |
| Peter Radovich       |     |           |     | $ | 505,000 |     |           |     | $ | 550,000 |     |            |  8.9 | %   |
| Joanne Quan, M.D.(1) |     |           |     |   |       — |     |           |     | $ | 500,000 |     |            |      | n/a |

(1) Dr. Quan joined Mirum in January 2024.

Base salary of the named executives increased in line with market-based changes, including the adjustment of the CEO base salary to align with the peer practices and to position the cash compensation more competitively within the peer range.

#### Bonus Compensation
In addition to base salaries, our named executive officers are eligible to receive annual performance-based bonuses, which are designed to provide appropriate incentives to our executive officers to achieve pre-established annual corporate goals and to reward them for individual achievement towards these goals. The annual performance-based bonus that each named executive officer is eligible to receive is based on the extent to which we achieve the corporate goals that the Board establishes each year. At the end of the year, the Compensation Committee reviews our performance against each corporate goal and approves the extent to which we achieved each of our corporate goals. The Compensation Committee typically does not establish specific individual goals for our named executive officers but instead determines each named executive officer’s performance-based bonuses according to achievement of our annual corporate goals. There is no minimum bonus percentage or amount established for the named executive officers and, thus, the bonus amounts vary from year to year based on corporate performance, in each case, pursuant to the terms of the executive officer’s offer letter described below.

In January 2025, the Compensation Committee assessed our overall 2024 performance against the achievement of the corporate goals to determine a total percentage of achievement. The Compensation Committee considered the following performance goals, as well as the relative weighting of these goals, in assessing overall performance for the year ended December 31, 2024:

| Goal                                                   |     | Weighting |    |   | Achievement  
 Against Goal |     |   | Weighted    
 Achievement |    |   |
| Product revenue                                        |     |           |