Company: CHMI-PB
Filing Date: 2025-04-21
Form Type: DEF 14A
Source: 0001140361-25-014748
Chunk: 34

Company: Cherry Hill Mortgage Investment Corp
Filing Date: 2025-04-21
Form: DEF 14A
Chunk 34
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 bonus plan approved by the Compensation Committee. The payment of equity and non-equity incentive plan compensation and discretionary cash bonus compensation in future years is not guaranteed, and each NEO must be employed by us on the date any such compensation is payable to be eligible to receive such compensation. Following the closing of the Internalization, the Compensation Committee will oversee and approve key aspects of the executive compensation program for our NEOs, including, without limitation, their annual base salaries and discretionary cash bonuses, if any, the size and structure of any long-term equity and non-equity incentive awards and the corporate goals, individual objectives and performance measures related to earnings those equity and non-equity incentive awards. The Compensation Committee also expects to approve objectives designed to align NEO pay with our company’s performance and stockholder interests and seeks to provide competitive pay opportunities tied to performance and designed to retain talent, maximize stockholder value and mitigate material risk. 24

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The Compensation Committee is evaluating and refining our executive compensation program to better align with our objectives as an internally managed residential mortgage REIT. To facilitate this process, the Compensation Committee has engaged Ferguson Partners Consulting (“FPC”) as its independent compensation consultant to advise on executive officer compensation for 2026. FPC reports directly to the Compensation Committee, which retains the authority to replace FPC or hire additional consultants as needed. FPC does not provide any other services to us or our affiliates and no conflict of interest exists that would impede their role as an independent consultant to the Compensation Committee. Compensation Objectives and Philosophy The Compensation Committee believes that the Company’s compensation program for executive officers should:

| • | attract and retain highly-qualified executives; |

| • | motivate these executives to achieve corporate and individual performance objectives and increase stockholder value on an annual and long-term basis; |

| • | achieve an appropriate balance between risk and reward that does not incentivize excessive risk taking; and |

| • | promote teamwork and cooperation throughout the Company and within the management group. |

The Compensation Committee will apply this philosophy in establishing each element of its new executive compensation program for the fiscal year ending December 31, 2026. By 2026, the Compensation Committee expects to align our executive compensation program for our NEOs with measurable performance-based metrics and benchmark executive compensation against peers and industry-specific market data. Cash and Other Compensation As a result of the Internalization and for the period from November 14, 2024 to December 31, 2024 and for all of 2025, each