Company: UZF
Filing Date: 2025-08-08
Form Type: PRE 14A
Source: 0000821130-25-000048
Chunk: 38

Company: ARRAY DIGITAL INFRASTRUCTURE, INC.
Filing Date: 2025-08-08
Form: PRE 14A
Chunk 38
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 provided in the discussion that follows the charts.

Note: Compensation included as "All Other Compensation" in the Summary Compensation Table is not considered in the graphs above, because the Company views it as de minimis. The graphs above also do not include the cash retention bonus paid to Mr. Therivel in December 2024.

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#### Executive Compensation Program
|             |     | Element                              |     | Key                                                                                                                                                                                                                  
 Characteristics                                                                                                                                                                                                      |     | Why We Pay This                                                                  
 Element                                                                          |     | How We Determine                                                                                                                                                                         
 Amount                                                                                                                                                                                   |     | 2024 Decisions                                                                                                                                                                   |
| Fixed       |     | Base Salary                          |     | Fixed Cash Compensation                                                                                                                                                                                              |     | To attract, retain and motivate superior talent                                  |     | Based on individual performance, proven leadership capabilities, other business experience, possession of a unique skill or knowledge set, internal pay equity, tenure and other factors |     | Annual base salary merit increases ranged from 2.0% - 4.0%                                                                                                                       |
| Pay-At-Risk |     | Annual Cash Incentive Awards (Bonus) |     | Variable Cash Compensation                                                                                                                                                                                           
 Percentage of base earnings based on the achievement of annual company performance goals, individual performance and the Chair's assessment of key goals and major initiatives                                       |     | To align overall annual Company performance directly with cash compensation      |     | The target percentage of base earnings is determined based on job scope, market data, internal pay equity and other factors                                                              
 Actual payouts based on achievement can range from 0% to 184.5%                                                                                                                          |     | Company performance resulted in a 113% payout                                                                                                                                    
 The Chair's Assessment on overall Company performance resulted in a 126.0% payout                                                                                                
 Individual performance was paid based on the President's (or Chair's, with respect to the President and CEO) assessment of individual performance to help drive business results |
|             |     | Performance Share Unit Awards (PSUs) |     | Equity Compensation                                                                                                                                                                                                  
 Number of shares paid based on original target adjusted by company achievement during the one-year performance period and released at the end of the three-year cliff vesting period (assuming continued employment) 
 Value of PSUs is variable based on company performance and the long-term stock price performance                                                                                                                     |     | To encourage retention and focus management on long-term stock price performance 
 To align management's interest with shareholders' interests                      
 To support our business strategy                                                 |     | Based on job scope