The 2026 Annual Incentive Plan (“Plan”) is intended to motivate and reward associates for performance that drives achievement of Array’s business goals. We measure performance using both financial and non-financial goals that are tied to our business strategy. Incentive awards are based on performance results for Array and each participant’s individual performance.

All Array associates that are hired on or before September 30, 2026 are eligible to participate in this 2026 Annual Incentive Plan. Contractors are not eligible for this Plan. Plan eligibility is also conditioned on satisfaction of any additional eligibility requirements set forth in the attached Administrative Guidelines. Eligibility for the Plan is not a guarantee of an incentive award payment.

The 2026 Annual Incentive Plan has two performance components (company and individual performance for the plan year) which come together to determine an associate’s award. The Plan components and weightings are provided below:

The 2026 Annual Incentive Plan company performance is measured by performance against the following three financial metrics with weightings and definitions provided below. Actual performance will be assessed against the targeted performance for each performance metric.

1.Adjusted Revenue: Adjusted revenue is determined by operating revenue excluding TMUS MLA Interim Site revenue and Dish revenue.

2.Adjusted OIBDA: Adjusted OIBDA is determined by adjusted earnings before interest, taxes, depreciation, amortization and accretion, gains and losses, and excludes Equity in earnings of unconsolidated entities and interest and dividend income, Revenue items listed in the above Adjusted Revenue metric, Corporate assessments, bonus and PSU expense, Strategic Alternatives review costs, and legal cost that relates to legacy UScellular matters (i.e., any legal cost that is not classified as “Tower” in the detailed legal budget submission).

3.New Cash Site Rental Revenue: New cash site rental revenue is determined by all 2026 revenue from new colocation licenses and amendment licenses that commence in 2026 and excludes service revenue & straight-line adjustments.

The incentive payouts will be determined by the level of achievement against each metric. If any metric is not achieved at the minimum level, there will be no incentive paid with respect to that metric. The minimum and maximum payout levels reinforce the Company’s pay for performance philosophy.  

Incentive payouts between the minimum and target performance levels and between the target and maximum performance levels will be computed by interpolation.

Each associate’s performance will be evaluated, and a performance rating assigned based on achievement of individual performance goals established for the plan year. Any incentive for individual performance will be payable according to the guidelines shown in the table below, subject to appropriate approval.

The Plan is subject to the Administrative Guidelines attached. There are no oral or written agreements or understandings between Array and the participants affecting or relating to this Plan not referenced herein. If any participant fails to adhere to Array’s ethical, legal, and other standards, including as referenced by Array policy, Array shall have the right to revoke this Plan, reduce or eliminate compensation as it applies to the violator, or any other remedy as provided by corporate policy or law.

Any compensation earned or paid pursuant to this Plan is subject to forfeiture, recovery by Array or other action pursuant to Array’s Policy on Recoupment and Forfeiture of Incentive Compensation and any other clawback or recoupment policy which Array may adopt from time to time to the extent allowed by applicable law.

This Plan shall not be construed as an employment contract or as a promise of continuing employment between Array and the associate. Employment with Array is terminable at will, i.e., either the participant or Array may terminate the relationship at any time, with or without cause or advance notice.

The 2026 Annual Incentive Plan, as set forth in this document, represents the general guidelines Array intends to utilize to determine the incentives, if any, that will be paid. Results associated with acquisitions and / or divestitures will be evaluated on a case-by-case basis to determine whether adjustments to target or actual results are warranted. The Array Chair in his/her/their discretion may adjust targets or actual results to reflect unanticipated events. Array reserves the right to modify or terminate the Plan at its sole discretion, at any time (including during or following the applicable plan year) and for any reason, with or without written notification and without regard to the effect that any such action may have on any associate’s incentive or potential incentive. Array shall have the full power and authority to interpret and administer the Plan and shall be the sole arbiter of all matters of interpretation and application of the Plan.