Company: UZF
Filing Date: 2025-08-26
Form Type: DEF 14A
Source: 0000821130-25-000055
Chunk: 39

Company: ARRAY DIGITAL INFRASTRUCTURE, INC.
Filing Date: 2025-08-26
Form: DEF 14A
Chunk 39
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 above, because the Company views it as de minimis. The graphs above also do not include the cash retention bonus paid to Mr. Therivel in December 2024.

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#### Executive Compensation Program
|             |     | Element                              |     | Key                                                                                                                                                                                                                  
 Characteristics                                                                                                                                                                                                      |     | Why We Pay This                                                                  
 Element                                                                          |     | How We Determine                                                                                                                                                                         
 Amount                                                                                                                                                                                   |     | 2024 Decisions                                                                                                                                                                   |
| Fixed       |     | Base Salary                          |     | Fixed Cash Compensation                                                                                                                                                                                              |     | To attract, retain and motivate superior talent                                  |     | Based on individual performance, proven leadership capabilities, other business experience, possession of a unique skill or knowledge set, internal pay equity, tenure and other factors |     | Annual base salary merit increases ranged from 2.0% - 4.0%                                                                                                                       |
| Pay-At-Risk |     | Annual Cash Incentive Awards (Bonus) |     | Variable Cash Compensation                                                                                                                                                                                           
 Percentage of base earnings based on the achievement of annual company performance goals, individual performance and the Chair's assessment of key goals and major initiatives                                       |     | To align overall annual Company performance directly with cash compensation      |     | The target percentage of base earnings is determined based on job scope, market data, internal pay equity and other factors                                                              
 Actual payouts based on achievement can range from 0% to 184.5%                                                                                                                          |     | Company performance resulted in a 113% payout                                                                                                                                    
 The Chair's Assessment on overall Company performance resulted in a 126.0% payout                                                                                                
 Individual performance was paid based on the President's (or Chair's, with respect to the President and CEO) assessment of individual performance to help drive business results |
|             |     | Performance Share Unit Awards (PSUs) |     | Equity Compensation                                                                                                                                                                                                  
 Number of shares paid based on original target adjusted by company achievement during the one-year performance period and released at the end of the three-year cliff vesting period (assuming continued employment) 
 Value of PSUs is variable based on company performance and the long-term stock price performance                                                                                                                     |     | To encourage retention and focus management on long-term stock price performance 
 To align management's interest with shareholders' interests                      
 To support our business strategy                                                 |     | Based on job scope, market data, individual performance and expected future contribution                                                                                                 
 Actual payouts based on company achievement and can range from 0% to 175%