Company: INVH
Filing Date: 2025-04-03
Form Type: DEF 14A
Source: 0000950170-25-049911
Chunk: 80

Company: Invitation Homes Inc.
Filing Date: 2025-04-03
Form: DEF 14A
Chunk 80
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,600,000 |     |                              | $ | 2,600,000 |     |             | $ | 5,200,000 |
| Charles D. Young |     |                 |  9.6 | % |     |                             | $ | 3,200,000 |     |             | $ |  6,400,000 |     |                              | $ | 1,066,667 |     |             | $ | 2,133,333 |
| Mark A. Solls    |     |                 |  4.5 | % |     |                             | $ | 1,520,000 |     |             | $ |  3,040,000 |     |                              | $ |   506,667 |     |             | $ | 1,013,333 |

The values under the annualized award opportunity have been amortized over the three-year performance period to provide a depiction of the way the Compensation and Management Development Committee views each NEO’s participation in this program. 2025 Compensation Decisions In February 2025, the Compensation and Management Development Committee approved our 2025 executive compensation program that maintains a materially consistent structural design across both the Company’s annual and long-term incentive programs. Our 2025 annual cash incentive program continues to be based upon the

#### 2025 Proxy Statement67
Executive Compensation—Compensation Discussion and Analysis

achievement of certain pre-established performance criteria comprised of corporate financial objectives and strategic priorities, and NEOs' individual performance. Notably, the framework of our 2025 long-term incentive equity award program under the Omnibus Incentive Plan continues to:

Be strongly weighted on performance, maintaining 75% of the overall award tied to rigorous performance goals over the three-year performance period, with 25% time based over a three-year vesting period (NEOs were allowed to elect to receive their awards in the form of RSUs or OP Units);

Be tied primarily to multi-year relative TSR and secondarily to multi-year NOI growth as the two metrics;

Reward a target payout on the relative TSR component only if the Company outperforms the relative index; and

Include an absolute TSR modifier that can cap the payout for this metric if the Company’s TSR is negative across the three-year measurement period.

Additionally, in establishing 2025 executive compensation, our Compensation and Management Development Committee considered market data relative to the peer group and their performance, changes to the responsibilities of our executive officers, level of pay relative