Company: CIO
Filing Date: 2025-03-12
Form Type: DEF 14A
Source: 0001193125-25-052437
Chunk: 36

Company: City Office REIT, Inc.
Filing Date: 2025-03-12
Form: DEF 14A
Chunk 36
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eration through additional compensation awarded for measured performance; |

| ✓ | Link annual cash and long-term equity incentive compensation to the achievement of pre-established Performance Objectives; |

| ✓ | Provide long-term equity incentive compensation in the form of restricted stock units with a mix of time and performance-based vesting conditions to promote long-term stockholder alignment and continuity; |

| ✓ | Balance short-term and long-term incentives; |

| ✓ | Ensure an alignment exists between executive compensation and enhancing corporate sustainability initiatives over time; |

| ✓ | Align executive compensation with stockholder returns; |

| ✓ | Use appropriate peer groups when establishing compensation; |

| ✓ | Provide the Compensation Committee with full discretion to score the achievement of the Performance Objectives; |

| ✓ | Provide the Compensation Committee with full discretion to hire an independent compensation consultant to assist with peer groups analysis or other relevant matters; |

| ✓ | Implement the Stock Ownership Policy to help align the interests of our NEOs with the interests of our stockholders; and |

| ✓ | Implement the Clawback Policy, pursuant to which, under limited circumstances, we may seek to recover incentive-based compensation from any current or former executive officer who received incentive-based compensation during a specified look-back period. |

What we don’t do:

| × | Provide extensive perquisites to our NEOs; |

| × | Provide pension plans, deferred compensation plans or supplemental executive retirement plans; |

| × | Permit our officers and directors to purchase or sell any derivative securities based on the Company’s equity securities; or |

| × | Guarantee salary increases, bonuses, equity grants or provide for tax gross-ups. |

27

Compensation Review Process Role of the Compensation Committee and Management The Compensation Committee evaluates Company and individual performance when making compensation recommendations to the Company’s Board of Directors with respect to our NEOs. In making decisions regarding NEO remuneration, the Compensation Committee may consider recommendations from our CEO with respect to the performance and contributions of each of the other two NEOs but the Compensation Committee ultimately acts in its sole and absolute discretion. Market Data and Peer Sets A key consideration in determining levels of base and incentive compensation is the pay practices and performance of our peers. For purposes of evaluating our performance relative to comparable companies, we focus on the performance of publicly traded office REITs. We believe this is appropriate because we most closely compete with other publicly traded office REITs for human capital, investments, etc. and broad market dynamics are likely to impact publicly traded office REITs in similar ways. For purposes of evaluating the pay