Company: VSAT
Filing Date: 2025-07-25
Form Type: DEF 14A
Source: 0001193125-25-165436
Chunk: 66

Company: VIASAT INC
Filing Date: 2025-07-25
Form: DEF 14A
Chunk 66
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 and continued as a non-executive employee of Viasat until April 2025. |

Annual Bonuses. Consistent with our overall compensation objectives of linking compensation to performance, aligning executive compensation with stockholder interests, and attracting and retaining top level executive officers in our industry, the Committee approved annual bonuses for fiscal year 2025 to our Named Executive Officers. In determining annual bonus awards, the Board and the Committee considered industry compensation surveys, compensation data from peer group companies and achievement of certain company and individual performance objectives. Target bonus opportunities for our Named Executive Officers, as set forth in the table below, are determined by the Committee primarily based on industry compensation surveys and validated with compensation data from peer group companies and have an established maximum bonus payout opportunity of 250% of each executive officer’s target bonus. The Committee also considers the expected contributions of each executive officer toward the overall success of the company. The Board and the Committee also retain discretion to take additional factors into account in determining final annual bonus awards (such as market conditions, key awards, total executive compensation, strategic positioning, additional company financial metrics or extraordinary individual contributions) and may make bonus payouts above or below the target bonus opportunities, to the extent appropriate. Named Executive Officers Annual Metric Selection and Bonus Determination. For fiscal year 2025, the metrics considered for determining annual bonuses for our Named Executive Officers included Viasat’s annual performance against pre-establishedfinancial and operational targets and individual performance. The annual performance metrics are intended to be challenging and rigorous, but achievable through a sustained level of high performance.

| 2025 Proxy Statement   43 |

EXECUTIVE COMPENSATION •Compensation Discussion and Analysis

| • |     | Financial and operational performance objectives (70% of annual bonus determination): Financial and operational metrics were set based on an internally-developed plan with pre-established targets approved by our Committee at the beginning of the fiscal year. The metrics selected for the annual bonus are intended to balance incentivizing strong short-term performance while also retaining alignment with the execution of our long-term strategy. |

| • |     | Individual performance objectives (30% of annual bonus determination): Individual leadership and strategic objectives are determined by the Committee, with the objectives for the executive officers (other than our Chief Executive Officer) based on input and recommendations from our Chief Executive Officer. Individual leadership and strategic objectives for our Chief Executive Officer are determined by the Committee based on the recommendation of the Nomination, Evaluation and Corporate Governance Committee. Metrics are qualitative in nature