Company: EPR-PE
Filing Date: 2025-03-27
Form Type: DEF 14A
Source: 0001045450-25-000068
Chunk: 36

Company: EPR PROPERTIES
Filing Date: 2025-03-27
Form: DEF 14A
Chunk 36
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 realize their total compensation.

#### 2025 Proxy StatementPage 34
The AIP evaluates performance over a short-term based on the achievement of financial, operational and strategic performance metrics, which drive shareholder value. For 2024, these metrics were:

• Funds from operations ("FFO"), as adjusted, per Share

• Investment spending

• Personal performance

Performance bonuses awarded under the AIP are payable in cash, nonvested restricted common shares, or a combination of cash and nonvested restricted common shares, at the election of the executive. We incent executives to elect to receive AIP awards in nonvested restricted common shares by valuing the equity award at an amount equal to 150% of the cash amount the executive otherwise would have received, further aligning their interests with our shareholders. For 2024, our NEOs, other than Tonya Mater, elected to receive 100% of their bonuses in nonvested restricted common shares, and Ms. Mater elected to receive 25% of her bonus in cash.

A significant portion of the LTI awards are awarded based on the Company’s total shareholder return relative to comparable REITs over multiple years and growth in adjusted funds from operations per diluted share (“AFFO per Share”). In addition, a portion of the LTI awards are made in the form of nonvested restricted common shares to enhance our ability to recruit and retain executives. Both AIP and LTI equity awards vest annually over time (three years for AIP awards and four years for LTI restricted stock awards), which is intended to incent retention and stability among the Company’s executives. Beginning in 2024, the LTI was adjusted to increase the threshold required for the awards to be paid at target from the 50 th percentile to the 55 th percentile for the metrics based on the Company’s total shareholder return (“TSR”) compared to the TSR of the Company’s peer group and compared to the TSR of the MSCI US REIT Index.

The compensation of our NEOs in 2024 reflects our philosophy of aligning the interests of our executives and our shareholders. For our CEO, the specific components of total direct compensation (excluding perquisites and other personal benefits) for 2024 are illustrated by the chart below on the left. This chart shows that performance-based LTI awards comprised approximately 37% of his total direct compensation and performance-based AIP awards comprised approximately 35% of his total direct compensation, all of which was at-risk. The chart below on the