Company: AMKR
Filing Date: 2025-04-04
Form Type: DEF 14A
Source: 0001193125-25-073020
Chunk: 47

Company: AMKOR TECHNOLOGY, INC.
Filing Date: 2025-04-04
Form: DEF 14A
Chunk 47
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 per share was achieved |

| • |     | 225% of the PSUs awarded would be earned if 175% of the target earnings per share was achieved or exceeded |

| • |     | Straight-line interpolation would be used to determine attainment between the threshold (40%) and maximum (175%) levels of performance |

The threshold, target, and maximum basic earnings per share performance goals for the Year 1 EPS PSUs were $0.64, $1.60, and $2.80, respectively. In all events, the maximum number of Year 1 EPS PSUs earned was capped at 225% of the PSUs awarded. On February 19, 2025, the Compensation Committee determined that the basic earnings per share for the 2024 EPS Performance Period was $1.44, or 90% of the target earnings per share for the 2024 EPS Performance Period, which funded a formulaic payout of 83% for the Year 1 EPS PSUs. Accordingly, 83% of the target number of Year 1 EPS PSUs awarded to recipients vested in accordance with the terms of the applicable PSU Award Agreement. Post-Termination Compensation Executive Severance Agreements As discussed elsewhere in this CD&A, in November 2022, the Company entered into the Executive Severance Agreements with each of its NEOs (in February 2023 for Mr. Engel). For details regarding the post-termination compensation payable to our NEOs, please refer to the “Compensation of Our Chief Executive Officer” subsection of this CD&A and the “Employment, Severance, and Change in Control Arrangements” and “Potential Payments upon Termination or Change in Control” sections of this proxy statement. Rationale for Post-Termination Compensation Arrangements Given the uncertainty inherent in change in control transactions, the Compensation Committee believes that it is in the best interests of our stockholders for management to remain neutral as to whether there is a change in control transaction, through the use of severance. Management may be less inclined to resist change in control transactions that are in the best interests of our stockholders when they have the added security that comes with change in control arrangements. Additionally, the Compensation Committee believes that our post-termination compensation and related arrangements with our NEOs are aligned with existing market practices. The severance benefits for each NEO under the applicable Executive Severance Agreement are predicated upon the NEO being terminated without Cause ( i.e., “double trigger”). These benefits are also available to Mr