Company: EPR-PE
Filing Date: 2025-03-27
Form Type: DEF 14A
Source: 0001045450-25-000068
Chunk: 4

Company: EPR PROPERTIES
Filing Date: 2025-03-27
Form: DEF 14A
Chunk 4
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 value assets under the facility.

(1) Each of these measures includes out-of-period deferral rent and interest collection of $0.6 million and $36.4 million for the years ended December 31, 2024 and 2023, respectively.

(2) Non-GAAP financial measures are included in this proxy statement to provide context regarding the relationship between pay and performance. For more information regarding these non-GAAP financial measures and for a reconciliation of these non-GAAP measures to the most directly comparable financial measures prepared in accordance with G AAP, see “Non-GAAP Financial Measures” on pages 50 through 55 in the Comp any’s Annual Report on Form 10-K for the fiscal year ended December 31, 2024.

Executive Compensation Highlights:

Our Compensation and Human Capital Committee, which we refer to in this Proxy Statement as our Compensation Committee, has designed our executive compensation program to attract and retain quality executives by aligning our executives’ interests with those of our shareholders, motivating our executives to achieve superior performance, and rewarding them for such performance, with the overarching goal of maximizing long-term shareholder value. These key principles are reflected in the specific goals of our executive compensation program:

| Align our Executives’ Interests                                                                                                 
 with our Shareholders’ Interests                                                                                                |     | Motivate and Reward                                                                                                                                                   
 Superior Performance                                                                                                                                                  |
| •  Reward executives for performance on measures designed to preserve or increase shareholder value                             
 •  Use equity-based incentives to ensure that executives focus on business objectives that preserve and build shareholder value |     | •  Create a balanced and competitive compensation program utilizing base salary, annual incentives, long-term equity-based incentive compensation, and other benefits 
 •  Emphasize variable performance-based compensation                                                                                                                  |

#### 2025 Proxy StatementPage 5
To accomplish these goals, our executive compensation program emphasizes performance-based incentive compensation under our annual incentive program and long-term incentive plan payable primarily through equity grants, all of which are considered at-risk. Some of the compensation “best practices” we employ in furtherance of our philosophy include:

| What We Do                                                                                                                                                                                                                             |     | What We Don’t Do                                                                                                                                                                                                            |
| üThe majority of total compensation is at-risk and tied to performance (i.e., not guaranteed); fixed salaries comprise a modest portion of each NEO’s overall compensation opportunity                                                 
 üWe enhance executive officer retention with time-based, multi-year vesting schedules for certain equity incentive awards                                                                                                              
 ü