Company: EHC
Filing Date: 2025-04-01
Form Type: DEF 14A
Source: 0000785161-25-000013
Chunk: 61

Company: Encompass Health Corp
Filing Date: 2025-04-01
Form: DEF 14A
Chunk 61
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 2,131,038 |     | 169.1%                |
| Douglas E. Coltharp                                          |     |                 |   749,284 |     |                                        | 257,040 |     |              | 1,006,324 |     | 169.1%                |
| Patrick Darby                                                |     |                 |   590,297 |     |                                        | 202,500 |     |              |   792,797 |     | 169.1%                |
| Elissa J. Charbonneau                                        |     |                 |   261,305 |     |                                        |  89,640 |     |              |   350,945 |     | 169.1%                |
| Andrew L. Price                                              |     |                 |   217,229 |     |                                        |  74,520 |     |              |   291,749 |     | 169.1%                |

3 Publicly reported financial results included Adjusted EBITDA of $1,103.7 million for 2024.

<div align='center'>48</div>

#### Long-Term Incentives
Plan Objectives and Structure

To further align the interests of management and stockholders, a significant portion of each NEO’s total direct compensation is in the form of long-term equity awards. We believe such awards promote strategic and operational decisions that align the long-term interests of management and the stockholders and help retain executives. In support of our performance-driven total compensation philosophy, earned equity values are driven by stock price and financial and operational performance. All of the annual grants vest over three years. Participants must remain employed for three years to receive the entirety of the awards or, in the case of senior vice presidents and above (including our NEOs), have retired and satisfied the “good leaver” requirements described on page 61.

For 2024, our equity incentive plan provided participants at all officer levels with the opportunity to earn performance-based restricted stock, or “PSUs,” time-based restricted stock, or “RSAs,” and, for the Chief Executive Officer and the Executive Vice Presidents, stock options. The Committee believes these awards align all levels of management with stockholders and place a significant portion of TDC at risk. RSAs are included to enhance retention incentives. The only change in target award opportunities in 2024 was to Mr. Tarr’s. Our board of directors approved, at the recommendation of the Committee and in