Company: PLDGP
Filing Date: 2025-03-28
Form Type: DEF 14A
Source: 0001193125-25-067058
Chunk: 39

Company: Prologis, Inc.
Filing Date: 2025-03-28
Form: DEF 14A
Chunk 39
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 Committee set the cap amount at $25M based on competitive market research and feedback from stockholders. This reduced the total amount of pay he otherwise would have received. |

Our prioritization of long-term succession planning enabled an effective C-suitetransition.

| l |     | As a lean company—with $198B of assets under management globally but only approximately 2,700 employees—we depend on top talent to run our logistics ecosystems, develop relationships with the highest performing companies in the world and create the intelligent infrastructure that powers global commerce. |

| l |     | Therefore, we invest in developing and retaining talent as a cornerstone of our succession plan: |

| –  For example, the Committee extended the Prologis Promote Plan (PPP) beyond NEOs as a strategy to reward key performers and retain critical talent, demonstrating how we incorporate succession planning into all compensation decisions.   –  Mr. Moghadam has consistently prioritized leadership continuity, setting goals for former executives to develop successors and ensure the company’s long-term success beyond their tenure. |

| l |     | Our succession and compensation strategy has enabled us to develop, retain and promote five executive officers since April 2022, all with an average tenure of over 20 years, fostering leadership continuity and cultural alignment. |

| l |     | Our new executives’ compensation remains performance-driven, with Core Compensation aligned to our peer group and above-median opportunities tied to exceptional performance. |

| (1) | Net earnings per share and Core FFO per share excluding Net Promote Income (Expense). Core FFO per share is a non-GAAP measure. Please see Appendix A for a discussion and reconciliation to the most directly comparable GAAP measure. |

| COMPENSATION DISCUSSION AND ANALYSIS |

Stockholder Outreach and Compensation Program Changes At our 2024 Annual Meeting, 92% of stockholders supported our Say-on-Payproposal. This demonstrates significant stockholder support for the overall structure of our executive compensation program and—crucially—the significant program changes that the Compensation Committee recently adopted in direct response to stockholder feedback. In keeping with our proven record of conducting extensive stockholder outreach, we connected with 67% of our top 100 stockholders in the past year. (1)The chair of our Compensation Committee led in-personmeetings with stockholders, providing firsthand explanations of the rationale behind Committee decisions and discussing stockholder priorities and recommendations. During these discussions in the 2024-2025 engagement cycle,