Company: ST
Filing Date: 2025-04-29
Form Type: DEF 14A
Source: 0001477294-25-000059
Chunk: 32

Company: Sensata Technologies Holding plc
Filing Date: 2025-04-29
Form: DEF 14A
Chunk 32
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isting of monthly installments 9-12) were forfeited upon Ms. Sullivan’s service as Interim President and CEO ending on December 31, 2024.

| 2025 PROXY STATEMENT - PAGE 32 |

defined in the respective agreement), accelerated vesting of (i) unvested RSUs that would have vested within twelve months of termination and (ii) unvested PRSUs that would have vested within twelve months of termination at the sum of (x) the banked amounts for those performance years completed plus (y) the target amount for any uncompleted performance year.

#### Elements of Executive Compensation

#### Pay Mix
In alignment with our pay-for-performance philosophy, our total executive compensation pay mix is heavily weighted toward variable compensation, which helps to align the interests of our executives with long-term value-creation and shareholder interests. For 2024, annual and long-term variable, or at risk, incentive compensation represents 87% of target total direct compensation for our CEO and, on average, approximately 74% of target total direct compensation for our other NEOs.

| Base Salary |     | Target Bonus |     | PRSUs |     | RSUs |

<div align='center'>*Reflects average mix of Jeffrey Cote's and Martha Sullivan's annualized target compensation.</div>

#### Base Salary
The base salary for each NEO is based on that executive’s scope of responsibilities, taking into account the competitive market compensation paid by companies within our established peer group to executives in similar positions. We believe that each of our executives' base salaries should generally be targeted around the market median of salaries paid to executives at comparable companies in similar positions, and with similar responsibilities, as further described in the section "Compensation Benchmarking and Survey Data."

Base salaries for executives are reviewed by the Compensation Committee annually. Any adjustments to an executive’s base salary take into account individual performance (based on achievement of predetermined goals and objectives), market position of the individual’s current base salary versus our desired market positioning, our historical pay practices with respect to that position, affordability of any increase, and internal pay equity. The Compensation Committee may also consider adjustments to base salary for an executive upon any changes to their role that increases workload and responsibilities. Ms. Caljouw and Mr. Verras each received a 15.9% base salary increase to align with market competitiveness.

| 2025 PROXY STATEMENT - PAGE 33 |

The following table provides information concerning the base salaries of our NEOs as of