G. Michael Sievert

G. Michael Sievert has built an impressive career in the telecommunications and technology industries, serving in key leadership roles over the years. He began his tenure at TMUS in November 2012 and quickly advanced through several significant positions, reflecting his deep expertise and strategic vision.

As he transitioned from an Executive Vice President and Chief Marketing Officer to senior operational roles such as Chief Operating Officer and President and COO, his leadership played a crucial role in the transformative journey of TMUS. His promotion to President and CEO in April 2020 marked a significant milestone in his career and for the company.

Beyond his direct contributions at TMUS, his career also spans pivotal roles at major corporations including Microsoft and AT&T Wireless, as well as entrepreneurial ventures. His diverse professional background underscores a strong foundation in global product management, strategic planning, and innovation.

Known for his forward-thinking approach and commitment to operational excellence, his work continues to influence both the strategic direction of TMUS and broader industry trends. His journey reflects a blend of robust academic credentials and extensive industry experience, cementing his status as a respected leader in the competitive telecommunications landscape.

STIP (Short-Term Incentive Plan)

Additional STIP Details:

• Base Salary: $1,750,000
• Target STIP Percent: 250%
• Target STIP Value: $4,375,000
• Company Attainment: 146%
• Total STIP Payout: $6,387,500
• Granted under the T-Mobile US, Inc. 2013 Omnibus Incentive Plan

Performance-Based RSUs Tied to Relative Total Shareholder Return (RTSR)

• Grant Dates: February 15, 2023 and April 1, 2023
• Grant Date Fair Values:
  • February 15, 2023: $5,861,522
  • April 1, 2023: $843,246
• Grant Date Stock Price: $142.60 (both dates)

Performance Metrics for RTSR PRSUs:

• Metric: Relative Total Shareholder Return (RTSR)
• Performance Range:
  • Threshold: 25th percentile
  • Target: 50th percentile
  • Maximum: 75th percentile
• Payout Range: 0% to 200% of the target number of PRSUs (linear interpolation applied)
• Vesting:
  • Feb 15, 2023 PRSUs vest after a three-year performance period ending February 15, 2026
  • April 1, 2023 PRSUs vest after a two-year performance period ending April 1, 2025

Performance-Based RSUs Tied to Free Cash Flow (FCF)

• Grant Date: February 15, 2023
• Grant Date Fair Value: $2,843,436
• Divisor Price: Based on the average closing price for the 30 calendar-day period ending five business days prior to the grant date (exact price not stated)

Performance Metrics for FCF PRSUs:

• Metric: Adjusted Free Cash Flow (FCF)
• Performance Range:
  • Threshold: 25% of target performance
  • Target: 100% of target performance
  • Maximum: 200% of target performance
• Vesting: Cliff vesting at the conclusion of a three-year performance period on February 15, 2026, subject to continued service and performance certification
• Settlement: Cash-settled based on the value of T-Mobile’s common stock at the time of settlement

This detailed breakdown covers the 2023 Performance Compensation components for G. Michael Sievert, including the STIP and both types of Performance-Based Restricted Stock Units with their respective performance metrics, targets, thresholds, maximums, weights, vesting schedules, and payout details.