Company: APTV
Filing Date: 2025-03-10
Form Type: DEF 14A
Source: 0000950170-25-036263
Chunk: 25

Company: Aptiv PLC
Filing Date: 2025-03-10
Form: DEF 14A
Chunk 25
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 beginning on the first anniversary of the grant date. The 2024 performance-based RSU grant vests at the end of 2026 and will be settled in early 2027 after the outcomes of the performance period are determined and approved. Under the design of the performance-based RSU awards, each NEO could receive from 0% to 200% of his target performance-based RSU award, as determined by Aptiv’s performance against certain Company-wide performance metrics. The metrics and weights used in the 2024 awards are shown below. These metrics reflect the balance sheet, income statement and market performance, together providing a comprehensive and robust performance assessment.

| Metric                                     |     | Weighting (%) |     |      |
| Average Return on Net Assets (RONA)(1)     |     |               |     | 33.3 |
| Cumulative Net Income (NI)(2)              |     |               |     | 33.3 |
| Relative Total Shareholder Return (TSR)(3) |     |               |     | 33.3 |

(1) Average RONA is tax-affected operating income divided by average net working capital plus average net property, plant and equipment for each calendar year, as adjusted for incentive plan calculation purposes. (2) Cumulative NI represents net income attributable to Aptiv before restructuring and other special items, including the tax impact thereon. (3) Relative TSR is measured by comparing the average closing price per share of the Company’s ordinary shares for all available trading days in December 2026 to the average closing price per share of the Company’s ordinary shares for all available trading days in December 2023, including the reinvestment of dividends, relative to the companies in the Russell 3000 Auto Parts Index. 2024 Grants. The Compensation Committee established the following 2024 target long-term incentive award values for our NEOs (consisting of performance-based RSUs and time-based RSUs, as described above). In so doing, the Compensation Committee considered market compensation data and each NEO’s scope of responsibilities, individual performance and retention considerations.

| Name               |     | Performance-Based  
 RSUs ($ at Target) |           |     | Time-Based RSUs ($) |           |     | Total Long-Term 
 Incentive Plan  
 Target Annual   
 Award ($)       |            |
| Kevin P. Clark     |     |                    | 8,100,000 |     |                     | 5,400,000 |     |                 | 13,500