Company: ST
Filing Date: 2025-04-29
Form Type: DEF 14A
Source: 0001477294-25-000059
Chunk: 86

Company: Sensata Technologies Holding plc
Filing Date: 2025-04-29
Form: DEF 14A
Chunk 86
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 from the Compensation Committee Chairperson

#### Compensation Philosophy

#### Executive Directors
Our executive compensation program, which applies to our Executive Director is structured to pay for performance, and to motivate senior executives to balance both the short- and long-term interests of our shareholders. The majority of total compensation offered to our Executive Director comes in the form of an annual incentive cash bonus and equity awards granted under our long-term incentive ("LTI") program, both of which represent "pay at risk." Payouts under the annual incentive bonus are dependent on, and tied to, achievement of our short-term business objectives. Equity awards granted under the LTI program include restricted stock units ("RSUs") and performance-based restricted units ("PRSUs"). For 2024, PRSUs were focused on our Relative Total Shareholder Return ("Relative TSR" or “rTSR”) performance and return-on-invested-capital ("ROIC") over a three-year performance period. The realized value of RSUs are tied to our stock performance and the realized value of PRSUs are tied to both our stock performance and our long-term operating performance. The Compensation Committee believes that our compensation program is designed to hold the Executive Director accountable for our short- and long-term financial and operational performance.

#### Non-Executive Directors
Our compensation program for Non-Executive Directors includes levels of compensation that we believe are necessary to secure and retain the services of individuals possessing the skills, knowledge and experience to successfully support and oversee the Company as members of our Board of Directors. In addition, a substantial portion of the compensation of our Non-Executive Directors is in the form of RSUs, aligning their interests with the interests of our shareholders.

#### Compensation Program Changes and Highlights
For 2024, the Committee believed that Adjusted Operating Income Margin Index and Adjusted Free Cash Flow were the appropriate performance metrics for the annual incentive bonus of our Executive Director. Further, the Committee believes that Relative TSR and ROIC over a three-year performance period were appropriate financial metrics for the annual LTI awards. The Committee believes these metrics provide an appropriate balance of short-term and long-term perspectives.

Lorraine A. Bolsinger

Chairperson of the Compensation Committee

April 25, 2025

| APPENDIX A - PAGE 1 |

#### 2. Annual Report on Directors' Compensation
The following report provides details of how our Directors were compensated during the year ended December 31, 2024. This Appendix A and the Compensation Discussion and Analysis section of this proxy statement have been prepared in