Company: EPR-PE
Filing Date: 2025-03-27
Form Type: DEF 14A
Source: 0001045450-25-000068
Chunk: 43

Company: EPR PROPERTIES
Filing Date: 2025-03-27
Form: DEF 14A
Chunk 43
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 not specifically determined, but instead, is a result of the targeted competitive positioning for each element ( i.e. , at approximately the market medians). For 2024, variable pay consisting of AIP and LTI awards, constituted approximately 88% of our executive compensation for our Chief Executive Officer, and for our other NEOs, an average of approximately 78%. This allows the Compensation Committee to reward good performance and penalize poor performance. Typically, LTI awards comprise a significant portion of a NEO’s total compensation. This is consistent with our Compensation Committee’s desire to reward long-term performance in a way that is aligned with our shareholders’ interests.

Base Salary . Generally, the Compensation Committee establishes base salary at a level intended to approximate the median of base salaries provided by peer group companies for comparable positions and responsibilities and experience. Setting base salaries at this level is intended to allow us to emphasize performance-based incentive compensation payable under our AIP and LTI. In setting base salary for 2024, the Committee recognized guidance from our compensation consultant regarding salary increases within the REIT industry. The Compensation Committee approved base salaries for 2024 to set compensation as follows:

|                      |     | 2024 Base Salary |         |     | Percentage Change from 2023 |     |     |
|:---------------------|:----|:-----------------|--------:|:----|:----------------------------|----:|:----|
| Gregory K. Silvers   |     | $                | 906,150 |     |                             | 3.5 | %   |
| Mark A. Peterson     |     | $                | 543,700 |     |                             | 3.5 | %   |
| Gregory E. Zimmerman |     | $                | 495,750 |     |                             | 3.5 | %   |
| Paul R. Turvey       |     | $                | 360,000 |     |                             |     | n/a |
| Tonya L. Mater       |     | $                | 336,900 |     |                             | 3.5 | %   |

Annual Incentive Program . At the beginning of each year, our Compensation Committee determines AIP opportunities based upon the Company’s overall objectives and the individual objectives of the executive as evaluated in terms of a variety of goals and metrics. In establishing performance metrics, our Compensation Committee strives to ensure that:

• Incentives are aligned with the strategic goals set by our Board,

• Targets are sufficiently ambitious so