Company: AOSL
Filing Date: 2025-09-18
Form Type: DEF 14A
Source: 0001387467-25-000054
Chunk: 65

Company: ALPHA & OMEGA SEMICONDUCTOR Ltd
Filing Date: 2025-09-18
Form: DEF 14A
Chunk 65
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 Agreement and Retention Agreements.” In addition, Dr. Mike Chang was granted time-vesting restricted share units and performance-vesting restricted share units in the section titled “ Long Term Equity Incentive Awards ”.

#### Compensation Philosophy and Objectives
Our philosophy is to provide our named executive officers with compensation that will motivate and retain them, provide them with meaningful incentives to achieve and exceed short-term and long-term corporate objectives set by our Compensation Committee, and align their long-term interests with those of our shareholders.

Based on this philosophy, the compensation programs for our named executive officers are designed to achieve the following primary objectives:

• establish a compensation structure that is competitive enough to attract, retain and motivate outstanding executive talent;

• ensure that any cash incentive compensation programs for our named executive officers are aligned with our corporate strategies and business objectives by tying the potential payouts under such programs to the achievement of key strategic, financial and operational goals; and

• utilize long-term equity awards to further link pay to performance, align interests between our named executive officers and shareholders and promote retention.

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#### Executive Compensation Practices
We strive to maintain sound governance standards and compensation practices and have incorporated many best practices into our fiscal year 2025 compensation programs, including the following:

| WHAT WE DO                                                                                                |     |                                                                                         |
| Align our executive pay with performance                                                                  |     | Maintain a clawback policy to recoup cash and equity incentive compensation             |
| Impose a 1 year post-vesting holding period on shares issued to our chief executive officer               |     | Hold an annual “say-on-pay” advisory vote                                               |
| Set challenging performance objectives for our performance-based equity awards and annual cash bonus plan |     | Maintain robust share ownership guidelines for our executive officers and Board members |
| Use multi-year vesting periods for our equity awards                                                      |     | Prohibit hedging and pledging of Company common stock                                   |
| Place a substantial majority of executive pay at risk                                                     |     | Maintain an independent compensation committee                                          |
| Cap annual cash bonus and long-term performance-based equity award payouts                                |     | Regularly evaluate our peer group and pay positioning                                   |
| •Set pre-established grant dates for executive officers’ annual equity awards                             |     | Annually assess risks in our compensation programs                                      |

| WHAT WE DON’T DO                                                                                   |     |                                                                                    |
| XOffer contracts with multi-year guaranteed salary or bonus increases                              |     | XOffer guaranteed retirement benefits or non-qualified deferred compensation plans |