Company: SPR
Filing Date: 2025-04-23
Form Type: DEF 14A
Source: 0001140361-25-015209
Chunk: 36

Company: Spirit AeroSystems Holdings, Inc.
Filing Date: 2025-04-23
Form: DEF 14A
Chunk 36
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 to assist in retaining NEOs and to promote increased stock ownership, which further aligns our NEOs’ interests with those of stockholders. Dividends on time-based RSUs accrue from the grant date and are not paid until the vesting date. If the underlying award is forfeited, the accrued dividends, if any, are forfeited as well. Performance-Based RSUs In 2024, 50% of the target LTIP award was delivered in the form of performance-based RSUs tied to the following:

The table below sets forth the performance goals and vesting percentages for the 2024 grant. If performance is below threshold, the payout is zero; the payout is interpolated for performance between threshold and target and between target and maximum; and payouts are capped at maximum achievement. For the TSR component, if the Company’s TSR is negative, the payout for this component is capped at 100% regardless of percentile ranking. The Compensation Committee may apply negative discretion to the award payout if deemed appropriate based upon the circumstances.

| Metric       |                             |     | Element |       |     | Threshold |     |     | Target |      |     | Maximum |
| Relative TSR |                             |     | Goal    |       |     | 25th      |     |     | 50th   |      |     | 75th    |
|              | Vesting (% of Target Award) |     |         | 25.5% |     |           | 50% |     |        | 100% |     |         |

The vesting of performance-based RSUs is dependent upon the Compensation Committee’s certification of the level of achievement of the performance goals. Eligible NEOs must be continuously employed throughout the entire performance period or none of the award will be earned, subject to alternative vesting arrangements upon death, disability, retirement, or a qualifying termination in connection with a change in control as described under “Potential Payments Upon Termination or Change in Control.”

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TABLE OF CONTENTS

2022 Performance-Based Restricted Stock Units — FORFEITED In 2022, the Compensation Committee granted performance-based restricted stock unit awards that could be earned at the conclusion of the three-year performance period ending December 31, 2024 (and delivered in 2025) based on achievement against a relative TSR metric. On January 16, 2025, the Compensation Committee certified the Company achieved a percentile rank of 3.3%. As a result, threshold performance was not achieved and the 2022 performance