Company: DHR
Filing Date: 2025-03-26
Form Type: DEF 14A
Source: 0000313616-25-000081
Chunk: 38

Company: DANAHER CORP /DE/
Filing Date: 2025-03-26
Form: DEF 14A
Chunk 38
---
, which could unintentionally incentivize an undue focus on certain performance metrics or encourage imprudent risk taking 
 •Provides Compensation Committee the opportunity as appropriate to adjust awards based on how results are achieved                                                                      |
| •Independent compensation consultant                                                                                                       |     | •Helps ensure advice will not be influenced by conflicts of interest                                                                                                                    |

| 2025 Notice of Annual Meeting and Proxy Statement |     | 42 |

### Analysis of 2024 Named Executive Officer Compensation

### Overview
In determining the appropriate mix and amount of compensation elements for each NEO for 2024, the Committee considered the factors referred to under “– Named Executive Officer Compensation Framework” (without assigning any particular weight to any factor), exercised its judgment and adopted the compensation elements described above under “Executive Summary –2024 Executive Compensation.” The graphics below illustrate, for Mr. Blair and separately for the other NEOs (except for Mr. Weidemanis) in aggregate, the percentage of 2024 compensation that each element of compensation accounted for (based on the amounts reported in the 2024 Summary Compensation Table on page 53):

Amounts may not total 100% due to rounding.

Long-Term Incentive Awards

Target Award Values

In February 2024, the Committee subjectively determined the target dollar value of equity compensation to be delivered to each NEO in 2024, taking into account the following factors (none of which were assigned a particular weight by the Committee):

• the relative complexity and importance of the officer’s position;

• the officer’s performance record and potential to contribute to future Company performance and assume additional leadership responsibility;

• the risk/reward ratio of the award amount compared to the length of the related vesting and holding provisions, including the fact that the combined vesting and holding periods applicable to our executive awards are longer than typical for our peer group;

• the amount of equity compensation necessary to provide sufficient retention value and long-term performance incentives in light of (1) compensation levels within the Company’s peer group, and (2) the officer’s historical compensation;

• the competitive demand for our executives; and

• the lack of a defined benefit pension plan for Danaher executives, and therefore the significance of long-term incentive awards as a capital accumulation opportunity.

In determining Mr. Blair’s annual equity compensation in February 2024, the Committee considered in particular the Company’s sustained performance in a challenging operating environment, including the balancing of short-term challenges against long-term strategic vision. The Committee also took into account peer compensation practices and Mr