Company: CRUS
Filing Date: 2025-06-04
Form Type: DEF 14A
Source: 0000772406-25-000019
Chunk: 54

Company: CIRRUS LOGIC, INC.
Filing Date: 2025-06-04
Form: DEF 14A
Chunk 54
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 on his salary and semiannual target cash bonus opportunity from his tenure as Interim CFO, despite his base salary and target cash bonus opportunity being adjusted lower during that performance period. Mr. Woolard received a pro-rated bonus payout for the semiannual performance period corresponding to the second half of fiscal year 2025, reflecting his period of employment during that time. Mr. Nathamuni did not receive a bonus for either semiannual performance period, given his departure from the Company in May 2024.

#### C. Equity Awards
We provide long-term incentive compensation opportunities in the form of equity awards to motivate and reward our executive officers for their contributions to achieving our business objectives by tying incentives to the performance of our common stock over the long term. Our

5 Since this table reflects base salary rates rather than base salary received, it may not track the base salary figures depicted in the Fiscal Year 2025 Summary Compensation Table.

57

equity awards include RSUs, MSUs, PSUs, and stock options (granted in previous years). The Compensation Committee reviews and determines relative value weights that can be assigned to each component to achieve a suitable, overall compensation package for our NEOs.

The use of equity awards further reinforces the link between the interests of our NEOs and our stockholders. Generally, equity awards are granted annually by the Compensation Committee to each of our executive officers under our Amended and Restated 2018 Long Term Incentive Plan.

A Note on Terminology

MSUs represent a change in terminology from our prior disclosures. Previously, we referred to performance-based restricted stock units tied to market conditions—specifically, total shareholder return—as PBRSUs. We now refer to these awards as MSUs (“Market Stock Units”) to more clearly reflect their market-based performance criteria.

This change in terminology also helps us to distinguish a new component of our performance-based equity program introduced by the Compensation Committee in fiscal year 2025, which we refer to as PSUs (“Performance Stock Units”). As described in more detail below, PSUs utilize company-specific financial performance metrics and related goals, rather than broader market-based measures.

#### 1. Stock Options and RSUs
Unlike in previous years, the Compensation Committee did not grant stock options to executives in fiscal year 2025. However, stock options remain a component of the overall compensation of our NEOs who continue to hold previously granted stock options that are unvested and/or unexercised. These awards continue to serve their intended purpose of aligning the interests of