Company: UZF
Filing Date: 2025-04-09
Form Type: 10-K/A
Source: 0000821130-25-000027
Chunk: 15

Company: ARRAY DIGITAL INFRASTRUCTURE, INC.
Filing Date: 2025-04-09
Form: 10-K/A
Chunk 15
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 $                                      | 281,437 |     | $                                               | 1,266,840 |     | $                              | 2,059,981 |

(1) The amounts listed in the column reflect the March 1, 2024 base salary for all NEOs.

(2) The amounts listed in the column reflect March 1, 2024 base salary multiplied by 2024 annual incentive target for all NEOs.

(3) Expressed as the aggregate grant date value of RSUs and PSUs, excluding the grant date value for deferred match units.

The Chair, the President and CEO and the LTICC believe that this approach to our compensation program, along with our market positions and structural competitive advantages, has allowed our Company to continue to be competitive in an extremely competitive environment.

Executive Compensation Programs Support UScellular Goals and Objectives

UScellular is committed to providing the very best in customer satisfaction, achieving long-term profitable growth, and building the high-quality teams required to make this possible. As such, we focus on operating in a fiscally responsible manner, and on recruiting and retaining talented employees who believe in the Company's values and long-term perspective.

The objectives of UScellular's compensation programs for its executive officers generally are to:

• support UScellular's overall business strategy and objectives;

• attract and retain high quality management;

• link individual compensation with attainment of UScellular objectives and individual performance goals; and

• provide competitive compensation opportunities consistent with the financial performance of UScellular.

The primary financial focus of UScellular is the increase of long-term shareholder value through growth, measured in such terms as return on capital, service revenues, cash flow and capital expenditures. Compensation decisions are made considering these performance measures, as well as all other appropriate facts and circumstances, including factors such as customer growth and employee engagement.

UScellular's compensation policies for executive officers are intended to provide incentives for the achievement of corporate and individual performance goals and to provide compensation consistent with the performance of UScellular, utilizing good governance practices and other best practices. UScellular's compensation programs are designed to reward the performance of UScellular on both a short-term and long-term basis.

UScellular's policies establish incentive compensation performance goals for NEOs based on factors over which such officers are believed to have substantial control and which are believed to be important to UScellular's long-term success. Management believes compensation generally should be related to the performance of UScellular and should be sufficient to enable UScellular