Company: BRSL
Filing Date: 2025-02-25
Form Type: 20-F
Source: 0001619762-25-000007
Chunk: 52

Company: Brightstar Lottery PLC
Filing Date: 2025-02-25
Form: 20-F
Item: Item 6
Chunk 52
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 private air travel, and perquisites.) Mr. Sala’s other compensation also includes tax equalization related to benefits received in 2024. Mr. Chiara’s other compensation also includes a $200,000 retention bonus plus tax gross-up, which was provided as an extension of his original hiring bonus, to compensate Mr. Chiara for his ongoing leadership with the transition of the Gaming & Digital segment.

Short-Term Incentive Compensation Plans

The Company's 2024 short-term incentive (“ STI”) compensation plans are performance-based and designed to encourage achievement of both short-term financial results and longer-term strategic objectives. The STI plans recognize growth achievement with an opportunity to earn an incentive on the upside, as well as limit the downside potential. Payments under the STI plans were based on the Company's 2024 financial performance, individual Management by Objectives (“ MBOs”), and team Objective and Key Results (“ OKRs”). The Company's executive officers participated in the same STI plans as other employees during 2024.

Executive Officers STI

For purposes of the STI plans, financial performance for executive officers was measured based on Consolidated Adjusted EBITDA (“ AEBITDA”), Consolidated Adjusted Operating Income ("AOI"), and Adjusted Consolidated Net Debt (“ Net Debt”). Executive officers focused on a specific business unit also had other targeted financial metrics, such as a Business Unit AOI, a Business Unit AEBITDA metric or a Business Unit Revenue, in lieu of certain or all of the Consolidated metrics. STI targets as a percentage of base salary are 100% for the CEO (capped at 167% of base salary), 150% for the Executive Chair (capped at $1.75 million), and between 70% and 100% for the Company's other executive officers (capped at between 140%

Table of Contents

and 200% of base salary). STI financial performance can be adjusted to account for unusually negative or positive financial results due to events outside of the control of the Company's executive officers. All STI objectives had a mix of financial and individual metrics, which is presented in the table below.

  Level               Financial Performance      Individual MBOs      Team OKRs      Financial Metric Mix                                                            
  Corporate (1)                         80%                  20%      N/A            25% Consolidated AEBITDA      25% Consolidated AOI                30% Net Debt  
  Global Lottery                        80