Company: UZF
Filing Date: 2025-04-09
Form Type: 10-K/A
Source: 0000821130-25-000027
Chunk: 21

Company: ARRAY DIGITAL INFRASTRUCTURE, INC.
Filing Date: 2025-04-09
Form: 10-K/A
Chunk 21
---
 1, 2024.

#### Annual Bonus
The Chair and the President and CEO believe that annual bonus awards reinforce a pay-for-performance culture because the payment is based, in part, on UScellular's financial results along with the Chair's assessment of overall company performance to key goals and major initiatives. Annually, the Chair, considering the recommendation of the President and CEO sets the percentage of base earnings used to determine each NEO's target bonus, as well as performance goals for UScellular.

The Chair and the President and CEO believe that the target bonuses were competitive compared to the market data. The target percentage of base earnings for each NEO's bonus in 2024 was:

#### NEO Bonus Targets
| Named Executive Officer |     | Percentage of Base Earnings |
| Laurent C. Therivel     |     | 110%                        |
| Douglas W. Chambers     |     | 55%                         |
| Michael S. Irizarry     |     | 65%                         |
| Kevin R. Lowell         |     | 55%                         |

All of our NEOs participated in the 2024 UScellular Annual Incentive Plan. Under that plan, the Chair and the President and CEO set minimum, target and maximum annual company performance goals used to determine 70% of each NEO's 2024 annual bonus award. The goals were based on the following metrics: Consolidated Total Service Revenues (50% weighting), Consolidated Operating Cash Flow (40% weighting) and Consolidated Capital Expenditures (10% weighting). The Chair's Assessment of overall Company Performance (10% weighting) and Individual Performance (20% weighting) measures were used to calculate 30% of the final award. The Chair and the President and CEO believe that these metrics focus executives on maximizing profitability and the customer experience. Under the Annual Incentive Plan, the actual annual incentive payouts based on the achievement of performance goals established for the year may range from 0% to 184.5%.

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Table o f Contents

The following provides additional detail on the performance measures considered for the purposes of the 2024 UScellular Annual Incentive Plan.

|                                                             |     | Component 
 Weighting |     |   |     | Overall Plan 
 Weighting    |     |   |     | Maximum       
 Percentage of 
 Target        |       |   |
| Consolidated Total Service Revenues                         |     |           |  50 | % |     |              |