Company: UZF
Filing Date: 2025-08-08
Form Type: PRE 14A
Source: 0000821130-25-000048
Chunk: 34

Company: ARRAY DIGITAL INFRASTRUCTURE, INC.
Filing Date: 2025-08-08
Form: PRE 14A
Chunk 34
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 in customer satisfaction, achieving long-term profitable growth, and building the high-quality teams required to make this possible. As such, we focused on operating in a fiscally responsible manner, and on recruiting and retaining talented employees who believe in the Company's values and long-term perspective.

The objectives of Array's compensation programs for its executive officers was generally to:

• support Array's overall business strategy and objectives;

• attract and retain high quality management;

• link individual compensation with attainment of Array objectives and individual performance goals; and

• provide competitive compensation opportunities consistent with the financial performance of Array.

The primary financial focus of Array was to increase long-term shareholder value through growth, measured in such terms as return on capital, service revenues, cash flow and capital expenditures. Compensation decisions were made considering these performance measures, as well as all other appropriate facts and circumstances, including factors such as customer growth and employee engagement.

Array's compensation policies for executive officers were intended to provide incentives for the achievement of corporate and individual performance goals and to provide compensation consistent with the performance of Array, utilizing good governance practices and other best practices. Array's compensation programs were designed to reward the performance of Array on both a short-term and long-term basis.

Array's policies establish incentive compensation performance goals for NEOs based on factors over which such officers were believed to have substantial control and which were believed to be important to Array's long-term success. Management believed compensation generally should be related to the performance of Array and should be sufficient to enable Array to attract and retain individuals possessing the talents required for long-term successful performance. Nevertheless, although performance driven metrics are key inputs to compensation and awards, the Chair may consider other factors to ensure alignment with Array's goals. Officers did not become entitled to any compensation or awards solely as a result of the achievement of performance levels.

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Maintaining Best Practices Regarding Executive Compensation

The Chair, the President and CEO and the LTICC maintained policies and procedures for establishing compensation for the Array executives, including the NEOs, and considered many of these to represent best practices in corporate governance.

| What We Did                                                                                                         |     |                                                                                                                                                                                                                                                                                                                                                                                 |
| ☑Pay for Performance:A significant portion of NEO total target compensation was tied to Company performance.        |     | ☑Limited Perquisites:We provided few perquisites ("perks") to our officers.                                                                                                                                                                                                                                                                                                     |
| ☑Maximum Payouts on Incentives:Annual cash incentive awards were capped at 184.5% and 2024