Company: INVH
Filing Date: 2025-04-03
Form Type: DEF 14A
Source: 0000950170-25-049911
Chunk: 78

Company: Invitation Homes Inc.
Filing Date: 2025-04-03
Form: DEF 14A
Chunk 78
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 600,000 |     |             |  58,882 |     |         | 14,721 |

2022 Outperformance Program In March 2022, the Compensation and Management Development Committee approved our 2022 Outperformance Program. Consistent with the 2019 structure, the 2022 Outperformance Program is 100% performance-based, and

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Executive Compensation—Compensation Discussion and Analysis tied to absolute and relative TSR metrics, but features even more rigorous performance requirements to achieve target and maximum payouts. Similarly to the 2019 Outperformance Program, the Compensation and Management Development Committee designed the 2022 Outperformance Program with retention and succession planning in mind, extending participation to select key associates starting at a vice-president level and above, including our NEOs. Mr. Eisen did not receive a 2022 Outperformance Program award, because he was hired following the beginning of the 2022 Outperformance Program performance period. The NEO awards were granted in the form of a class of units of the Operating Partnership (collectively referred to as “2022 OP Units”), issued under our Omnibus Incentive Plan, convertible into common units of the Operating Partnership (and ultimately into shares of our common stock at the NEOs’ election on a one-for-one basis) following vesting (upon achievement of specific performance objectives). Mr. Olsen’s 2022 Outperformance Program awards were granted in the form of RSUs. Below is a summary of the key terms of the 2022 Outperformance Program: • Performance Metrics: Maximum awards require achieving a cumulative TSR of 42% and outperforming the FTSE Nareit Residential Index by 50% over the performance period (April 1, 2022 – March 31, 2025). It does not provide for upside (i.e., above 100% of target) vesting. If the performance objectives are not met, the 2022 OP Units will be cancelled. Additionally, the 2022 Outperformance Program is capped based on a dollar value pool approach. • Vesting Schedule: Earned awards vest 50% upon certification of performance, within 60 days of the performance period’s conclusion, and 50% on the first anniversary of the conclusion of the performance period. • Lock-in Feature: Upon completion of 75% of the performance period, or June 30, 2024 (the “Interim Measurement Date”), the Company calculated performance achieved as of the Interim Measurement Date consistent with the award