Company: PRTA
Filing Date: 2025-03-28
Form Type: DEF 14A
Source: 0001559053-25-000017
Chunk: 64

Company: PROTHENA CORP PUBLIC LTD CO
Filing Date: 2025-03-28
Form: DEF 14A
Chunk 64
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 compensation programs, did not implement any changes to our executive compensation programs as a result of the vote.

| 38 |     | 2025 PROXY STATEMENT |

TABLE OF CONTENTS

| COMPENSATION DISCUSSION AND ANALYSIS |

| The Objective of Our Executive Compensation Programs |

The principal objective of our executive compensation programs is to attract, retain, motivate, and reward individuals with the executive experience and skills necessary for us to achieve our ultimate goal of increasing shareholder value. In order to do this, our executive compensation programs are designed to:

• Attract and retain individuals of superior ability, experience, and management talent;

• Motivate and reward executives whose knowledge, skills, and performance support our continued success;

• Align compensation with corporate strategies, business and financial objectives, operational needs, and the long-term interests of our shareholders;

• Avoid elements of compensation that would encourage excessive risk-taking or otherwise create inappropriate incentives; and

• Provide total compensation that is fair, reasonable, and competitive relative to both internal and external comparison points.

| How We Determine Executive Compensation |

The Compensation Committee is Responsible for Executive Compensation. The Committee makes all decisions on compensation to our executive officers other than our Chief Executive Officer. In the case of our Chief Executive Officer, the Committee makes recommendations to the Board regarding his compensation, and the Board (excluding the Chief Executive Officer) makes all final decisions on his compensation. Information on the Committee and its responsibilities is provided in this Proxy Statement under the heading Corporate Governance and Board Matters - Board Committees - Compensation Committee . The Committee Utilizes an Independent Compensation Consultant. The Committee annually retains an independent executive compensation consultant to assist the Committee in making informed decisions on executive officer compensation. For fiscal year 2024 compensation decisions, the Committee retained Pay Governance as its independent executive compensation consultant. Pay Governance was engaged directly by the Committee, after the Committee assessed Pay Governance’s independence from the Company and its management. This process is repeated annually before the Committee selects its executive compensation consultant for that year. For fiscal year 2024, Pay Governance was engaged by the Committee to prepare and present a data-based assessment of compensation programs for our executive officers, with comparisons to those of "peer" companies and input on their appropriateness in accomplishing the Committee's objectives. Pay Governance was also asked to provide to the Committee specific recommendations on our executive compensation programs generally. The Committee Reviews Competitive Market Data. For fiscal year 2024, the Committee approved a "peer group" of companies to assist the Committee in its annual compensation assessments and decision-making.