Company: EPR-PE
Filing Date: 2025-03-27
Form Type: DEF 14A
Source: 0001045450-25-000068
Chunk: 38

Company: EPR PROPERTIES
Filing Date: 2025-03-27
Form: DEF 14A
Chunk 38
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 the 2024 shareholder meeting, appro ximately 92.0% of the shares voted in favor of compensation paid to the NEOs.

After evaluating our compensation programs, the Compensation Committee believes they are designed to align the executives’ interests with those of our shareholders because:

• AIP awards are eligible to be paid in stock, at a premium in lieu of cash, and historically substantially all of the AIP awards have been paid in the form of restricted stock, which vests equally over three years, placing that compensation at risk.

• The performance share unit awards under the LTI are tied, in part, to the Company’s TSR relative to its peers and an applicable benchmark. As a result, for th e 2020-2022 perio d the NEOs did not receive an LTI award, because the Company underperformed relative to its peers and benchmarks, whereas for th e 2021-2023 peri od, the NEOs received awards at the maximum level because the Company outperformed relative to its peers and benchmarks, and for the 2022-2024 peri od, the NEOs received awards at the maximum level because the Company’s performance exceeded the maximum thresholds in all metrics.

See “Long-Term Incentive Program – Performance Share Units.” The Compensation Committee expects to continue to consider future annual say-on-pay votes and investor feedback when making decisions regarding our executive compensation program, policies and practices.

#### 2025 Proxy StatementPage 37
Key Features of our Executive Compensation Program

Our executive compensation program is designed to attract, reward, and retain executives who can lead the Company and continue our long-term track record of profitability, growth, and TSR, including share price appreciation and dividends. The following are the key features of our executive compensation program:

| What We Do                                                                                                                                                                                                                   |     | What We Don’t Do                                                                                                                                                                                                            |
| üThe majority of total compensation is at-risk and tied to performance (i.e., not guaranteed); fixed salaries comprise a modest portion of each NEO’s overall compensation opportunity                                       
 üWe enhance executive officer retention with time-based, multi-year vesting schedules for certain equity incentive awards                                                                                                    
 üTo set variable pay, we establish performance goals for management, assess performance against these goals and compare our performance on key metrics against other comparable triple-net lease REITs                       
 üMulti-year, long-term incentive equity awards use relative TSR as principal metrics                                                                                                                                         
 üWe have market leading share ownership guidelines relative to our peers for our executives and trustees                                                                                                                     
 üWe