Company: AMKR
Filing Date: 2025-03-25
Form Type: PRE 14A
Source: 0001193125-25-062595
Chunk: 38

Company: AMKOR TECHNOLOGY, INC.
Filing Date: 2025-03-25
Form: PRE 14A
Chunk 38
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     | — %  |     | 100% |     | 225% |

25

| Year 3 EPS PSUs                    |     |      |     |      |     |      |
| % Earnings Per Share Goal Achieved |     | <20% |     | 100% |     | 185% |
| % Target PSUs Earned               |     | — %  |     | 100% |     | 225% |

| rTSR PSUs                          |     |       |     |      |     |      |     |      |
| Percentile Rank rTSR Goal Achieved |     | <25th |     | 25th |     | 55th |     | 85th |
| % Target PSUs Earned               |     | — %   |     | 50%  |     | 100% |     | 150% |

Severance Terms.Upon termination of Mr. Rutten’s employment by the Company without “Cause” or by Mr. Rutten for “Good Reason,” each as defined in the Rutten Agreement, subject to the execution and non-revocationof a release of all claims against the Company, and subject to Mr. Rutten abiding by the terms of certain restrictive covenants, Mr. Rutten will be entitled to post-termination compensation under various scenarios. For more information about the post-termination compensation payable to our NEOs, please refer to the “Employment, Severance, and Change in Control Arrangements” and the “Potential Payments upon Termination or Change in Control” sections of this proxy statement. Other Benefits.Mr. Rutten is eligible for housing-related and a transport allowance associated with his posting in Singapore, executive health insurance coverage, and participation in various other employee benefit plans and programs, as in effect from time to time, on the same terms and conditions as apply to the Company’s executive officers or Singapore-based personnel generally. At-WillEmployment.Mr. Rutten’s employment with the Company is on an at-willbasis. Risk Assessment The Compensation Committee has reviewed and evaluated the Company’s executive compensation and general compensation policies and practices and concluded that the Company’s compensation policies and practices do not create risks that are reasonably likely to have a material adverse effect on the Company. The Compensation Committee considered a number of factors, including the key components of the Company’s compensation programs, the relative weighting of those components as part of overall compensation