Company: ADAMM
Filing Date: 2025-04-28
Form Type: DEF 14A
Source: 0001273685-25-000038
Chunk: 83

Company: ADAMAS TRUST, INC.
Filing Date: 2025-04-28
Form: DEF 14A
Chunk 83
---
 |     | 4/10/2024  |     |    |     | —                                |     |          — |     |    |     |             |         — |     |    |     |                              — |     |       — |     |           — |     |                                                        36,928 |     | $                                                   |   256,650 |     |    |

(1) PSU refers to performance stock units. RSU refers to restricted stock units. AIP refers to 2024 Annual Incentive Plan awards.

(2) RSU represents awards of restricted stock units granted under the 2024 Long-Term EIP, which vest as follows: one third vested on January 1, 2025, one third will vest on January 1, 2026 and the final one-third will vest on January 1, 2027.

(3) See footnote (2) under the “Summary Compensation Table” for information on how the grant date fair value for RSU and PSU grants made in 2024 are determined.

(4) Represents the non-equity incentive plan awards granted under the 2024 Annual Incentive Plan. See “—Compensation Discussion and Analysis—Executive Compensation Program Components for 2024—Annual Incentive Compensation” above. The 2024 Annual Incentive Plan is comprised of two parts: a quantitative component and a qualitative component. The 2024 Annual Incentive Plan provides for no minimum award or guaranteed payment and rewards participants if (i) Absolute Adjusted TER exceeds various hurdles between 4% and 14%, (ii) Relative Adjusted TER exceeds various hurdles ranging from 25% to 75% and (iii) the participant's qualitative component exceeds zero. Incentive compensation under the 2024 Annual Incentive Plan is paid in cash. We have included 100% of the maximum award payable under the 2024 Annual Incentive Plan in the “Estimated Future Payouts Under Non-Equity Incentive Plan Awards” column above.

(5) Each of our NEOs' compensation under the 2024 Annual Incentive Plan was weighted 75% based on performance under the quantitative component and 25% under the qualitative component. See “—Compensation Discussion and Analysis—Executive Compensation Program Components for 2024— Annual Incentive Compensation” above for a description of the hurdles and payout amounts applicable to these individuals under the 2024 Annual Incentive Plan.

|