Company: VRT
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0001193125-25-094674
Chunk: 44

Company: Vertiv Holdings Co
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 44
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 financial targets as for the corporate goals described above which resulted in an increased payout due to strong regional performance. |

| • |     | Individual Performance Modifier. The Compensation Committee finally considered individual performance based on individual impact to the results of their assigned segment or corporate function. In approving the individual performance factors for our NEOs (other than our CEO), the Compensation Committee focused on recognizing the efforts of individuals who were directly responsible for successful operational execution and performance against the Company’s strategic initiatives in particular regions, functions or lines of business. In particular, Ms. Gill’s modifier reflected her leadership in the development and implementation of various corporate legal and business-related programs and processes, such as patent monetization and commercial contracting initiatives, that resulted in significant cost reductions and savings, and Mr. Karlborg’s modifier reflected his functional successes in the integration and deployment of important systems, such as VOS, around the world and actions to deliver additional revenue, capacity, and inventory. |

| • |     | CEO Performance. In determining the payout level for our CEO, the Compensation Committee recognized his leadership in guiding us through a year of unprecedented data growth and technology innovations in AI and high-performance compute, and the direct impact his leadership and focus had on our strategic operational and financial performance. In particular, he led with conviction and was resolute on delivering operational execution and excellence in all areas, particularly technology innovation, manufacturing and capacity expansion, supply chain resilience, and other key operations initiatives. |

| • |     | Bonus Payment Details. The table below shows the annual target bonus opportunities for 2024 for each of the named executive officers and the actual payout. The target cash bonus levels (as a percentage of salary at year-end) were set to reflect the executive’s relative responsibility for the company’s performance and to appropriately allocate the total cash opportunity between base salary and variable incentive-based compensation. Amounts paid to any individual executive officer may range from 0% to 200% of target. |

|            |     |     Target Bonus 
 (as % of Salary) |   |     | Target Bonus 
          ($) |     | Earned Bonus 
  (as approx. 
 % of Target) |   |     | Earned Bonus 
       ($)(1) |
| Albertazzi |     |              140 | % |     |    1,540,000 |     |          195 | % |     |    3,000,000 |
| Fallon     |     |              100 | % |     |      665,000