Company: CCO
Filing Date: 2025-04-10
Form Type: DEF 14A
Source: 0001193125-25-077985
Chunk: 33

Company: Clear Channel Outdoor Holdings, Inc.
Filing Date: 2025-04-10
Form: DEF 14A
Chunk 33
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 future performance.   Consistent with Clear Channel Outdoor’s overall executive compensation philosophy, NEOs are rewarded for their strong leadership and individual performance, while providing them with equity incentives to align their interests with those of our stockholders. For Mr. Wells, approximately 83% of his annualized total direct compensation opportunity (base salary, target annual incentive award and the annualized value of recent equity grants) is at-risk, as shown below. This is generally aligned with our media industry peers. On average, the annualized total direct compensation “at risk” for our NEOs, other than Mr. Wells, is approximately 73%. |     | The majority of annualized total direct compensation for our NEOs — approximately 83% for our CEO and on average approximately 73% for our other NEOs — is “at-risk” based on the achievement of specific performance goals and stock price performance. |

| CEO |     | Other NEOs (average) |

| 1 | Long-term incentives are presented on an “annualized” basis, which better reflects our intended targeted 2024 compensation mix. These annualized values reflect the sum of the full grant date fair value of the 2024 Annual Grants, and annualized value of any outstanding one-time awards. |

ALIGNING PAY WITH PERFORMANCE We emphasize variable pay rather than fixed pay, with target opportunities based on market practices and payments based on performance. The structure of our executive compensation program ensures that as an executive’s scope of responsibility increases, a greater portion of his or her compensation comes from performance-based pay. For 2024, the at-riskcomponents of our ongoing executive compensation program were designed as follows:

| Element                                    |     | Objective                                                                               |     | Time Horizon |     | Metrics                                                                                                            |     | Cash or Equity |
| Annual Incentive Plan (Short-term)         |     | Reward achievement of annual Company, business unit and/or individual performance goals |     | 1 year       |     | 70% based on achievement of Plan Adjusted EBITDA1 30% based on other qualitative individual performance objectives |     | Cash           |
| Restricted Stock Units (RSUs) (Long-term)  |     | Promote executive retention Reinforce ownership in the Company                          |     | 3 years      |     | Stock price appreciation and continued employment                                                                  |     | Equity         |
| Performance Stock Units (PSUs) (Long-term) |     | Reward long-term shareholder value creation and emphasizes long-term view               |     | 3 years