Company: MRCY
Filing Date: 2025-09-10
Form Type: DEF 14A
Source: 0001049521-25-000029
Chunk: 59

Company: MERCURY SYSTEMS INC
Filing Date: 2025-09-10
Form: DEF 14A
Chunk 59
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(2) Reflects each executive's annual base salary rate at the end of fiscal 2024.

#### Annual Incentives
| Key Features of the Annual Incentive Plan (AIP) for Fiscal 2025                                                                                                                                                                                 |
| •Performance compared to pre-established annual goals for adjusted EBITDA, organic revenue and adjusted free cash flow                                                                                                                          |
| •Individual weightings used for each performance measure to calculate plan payouts are reviewed annually to ensure alignment with our priority focus areas for the fiscal year                                                                  |
| •Payouts can range from 0% to 150% of target bonus based on performance                                                                                                                                                                         |
| •As described below, the Committee retains discretion to adjust payouts, including to provide for a holistic assessment of our overall performance that is not limited to pre-established financial goals embedded in our annual operating plan |

The AIP provides our executives with the opportunity to earn annual cash incentive awards based on their respective target bonuses and on company performance relative to pre-established goals for adjusted EBITDA, adjusted free cash flow and organic revenue . We chose these performance measures for our annual incentive plan because we

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believe that they constitute the most important financial measures that drive long-term shareholder value creation. While these performance measures are limited to financial measures, we believe that other items not captured in annual financial performance can drive long-term shareholder value creation, and the Committee therefore retains discretion to adjust plan payouts based on its holistic assessment of overall performance as appropriate.

For fiscal 2025, 50%, 35% and 15% of each participant's payout was tied to our results for the above performance measures, respectively. We selected these different weightings for the performance measures under the AIP to align with their relative importance in respect of our priority focus areas for the 2025 fiscal year. The weightings used for our fiscal 2025 AIP performance measures were unchanged from those used for fiscal 2024.

#### Target Bonuses for Fiscal 2025
AIP target bonuses are established annually for each named executive officer as a percentage of their base salary for the fiscal year. For fiscal 2025, the AIP target bonus percentage for each of our named executive officers was held constant at the fiscal 2024 level.

| Current Employees:   |     | Fiscal 2025    
 Base Salary(1) |         |     | Fiscal 2025      
 Target Bonus (%) |     |      |     | Fiscal 2025      
 Target Bonus ($) |           |