Company: VSAT
Filing Date: 2025-07-25
Form Type: DEF 14A
Source: 0001193125-25-165436
Chunk: 61

Company: VIASAT INC
Filing Date: 2025-07-25
Form: DEF 14A
Chunk 61
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 best served when we can attract and retain talented executives with compensation packages that are competitive and fair. Therefore, we strive to create compensation packages for our executive officers that deliver compensation that is comparable to the total compensation delivered by the companies with which we compete for executive talent. Decision-Making Processes and Criteria The Committee is responsible for determining our overall executive compensation philosophy, and for evaluating and recommending certain components of executive officer compensation to our Board for approval. The Committee acts under a written charter adopted and approved by our Board and may, in its discretion, obtain the assistance of outside advisors, including compensation consultants, legal counsel and accounting and other advisors. Pursuant to its charter, the Committee is authorized to review and approve the compensation for the company’s Chief Executive Officer and the other executive officers of the company. Each member of the Committee qualifies as a “non-employeedirector” within the meaning of Rule 16b-3of the Securities Exchange Act of 1934,and as independent within the meaning of the corporate governance standards of Nasdaq. A copy of the Committee charter can be found on the Investor Relations section of our website at investors.viasat.com. In fiscal year 2025, the Committee again engaged the executive compensation consulting firm, Compensia, to provide analysis and advice on matters relating to executive officer compensation and benefits practices. After conducting an evaluation using the factors established by the SEC and Nasdaq, the Committee determined that Compensia is independent and that there is no conflict of interest arising from the work performed by Compensia during fiscal year 2025. Because our executive compensation program relies on the use of three relatively straightforward components (base salary, annual bonuses and long-term equity awards), the process for determining each component of executive compensation remains fairly consistent across each component. In determining each component of executive compensation, the Committee generally considers each of the following factors:

| • |     | industry compensation data, |

| • |     | individual performance and contributions, |

| • |     | company financial and operational performance, |

| • |     | company strategic positioning, |

| • |     | total executive compensation, |

| • |     | affordability of cash compensation based on Viasat’s financial results, |

| • |     | availability and affordability of shares for equity awards, and |

| • |     | stockholder feedback, including the results of say-on-pay votes. |

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EXECUTIVE COMPENSATION • Compensation Discussion and Analysis Peer Group Selection Process. As part of the process of determining executive