Company: CRUS
Filing Date: 2025-06-04
Form Type: DEF 14A
Source: 0000772406-25-000019
Chunk: 48

Company: CIRRUS LOGIC, INC.
Filing Date: 2025-06-04
Form: DEF 14A
Chunk 48
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, Principal Accounting Officer  |     | separate reduction |     | $ | 375,000 |                   |     | n/a                                   |
| Gregory S. Thomas, Executive Vice President, General Counsel     |     | 3.0% increase      |     | $ | 485,130 |                   |     | between the 50th and 75th percentiles |
| Carl J. Alberty, Executive Vice President, Mixed Signal Products |     | 3.0% increase      |     | $ | 470,710 |                   |     | between the 50th and 75th percentiles |
| Justin Dougherty, Executive Vice President, Global Operations    |     | 3.0% increase      |     | $ | 470,710 |                   |     | about the 75th percentile             |

These actions were taken in view of the Company’s performance over the prior 12 months, each individual executive officer’s performance, past salary adjustments, typical annual market adjustments, and the objective of setting the target total cash compensation opportunity (including base salary and target annual cash bonus payments discussed below) with reference to the 50th percentile of the applicable Compensation Market Data.

No action was taken with respect to Mr. Woolard’s base salary since the Compensation Committee had recently set it in conjunction with its separate new-hire compensation analysis. Mr. Habermann’s base salary for fiscal year 2026 was also adjusted separately (in February 2025) by the Compensation Committee in connection with, and effective as of, his transition out of the role of Interim CFO.

#### B. Cash Bonuses
In fiscal year 2025, our NEOs participated in our 2007 Management and Key Individual Contributor Incentive Plan (the “Incentive Plan”), which bases payments on our fiscal year financial performance and provides for semiannual cash bonuses. The Compensation Committee believes that a semiannual cash bonus program, by providing more frequent payouts tied to the Company’s performance, offers timely recognition and reinforces consistent progress toward financial and strategic objectives for building stockholder value.

The Incentive Plan is designed to provide employees who are in management or leadership positions in the Company, or who are key individual contributors whose efforts potentially have

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a material impact on the Company’s performance, with incentives to enhance the Company’s performance through the achievement of pre-established financial goals.

Each semiannual cash bonus is calculated as the product of three components: (1) an individual’s annual base salary (as measured at the