Company: DRH-PA
Filing Date: 2025-03-17
Form Type: DEF 14A
Source: 0001298946-25-000038
Chunk: 48

Company: DiamondRock Hospitality Co
Filing Date: 2025-03-17
Form: DEF 14A
Chunk 48
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IT competitive set do not publicly report compensation for a Chief Operating Officer and/or Chief Investment Officer.

(2) Certain of the companies in the REIT competitive set do not publicly report compensation for General Counsel.

The table above reflects our relative ranking in target compensation for 2024 versus the most recently disclosed peer group data at the time of the analysis. The rankings are from highest to lowest, where "1" is the highest. For example, "6 of 13" means 6th highest of 13 in the competitive set, meaning 5 in the competitive set are higher and 7 are lower. Actual compensation may be above or below these targets, based on actual performance. Furthermore, the realized value of equity compensation will likely vary from the target value depending on our stockholder return performance, both on an absolute basis and, with respect to a portion of the PSUs, relative to the peer group.

#### Compensation Elements
Our compensation program seeks to promote our compensation philosophy and objectives through an appropriate mix of four core elements of compensation:

(1) base salary;

(2) cash incentive compensation program;

(3) long-term incentive compensation; and

(4) benefits and limited perquisites.

#### 1.

#### Base Salary
We review our executives’ base salaries annually in the fourth quarter of each calendar year and consider adjustments for the following calendar year.

Our primary compensation philosophy is to target our total compensation to be at or close to the median of our competitive set and to ensure that approximately half of the target compensation opportunity for our senior executives is in the form of equity. As a result, our executives’ cash compensation may be targeted at a level below or above the median cash compensation paid to executives of the companies in our competitive set. During our annual compensation review, we generally attempt to set the base salaries within the range of base salaries paid to members of our competitive set. However, we adjust base salaries to reflect each executive’s assigned responsibilities, relevant level of experience and individual performance compared to other members of the competitive set.

The base salaries for 2025, 2024 and 2023 are as follows:

| Name                |     |         | 2025 
 ($)  |     |         |    2024 
     ($) |    |     |         | 2023 
 ($)  |
| Jeffrey J. Donnelly |     | 750,000 |      |     |         | 700,000 | -1 |     | 511,700 |      |
| Justin L. Leonard