Company: ADAMM
Filing Date: 2025-04-28
Form Type: DEF 14A
Source: 0001273685-25-000038
Chunk: 67

Company: ADAMAS TRUST, INC.
Filing Date: 2025-04-28
Form: DEF 14A
Chunk 67
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:-------------------------------------------|:----|:--------------------------------------------------------|
| Jason T. Serrano        |     | $                                   | — |     | $                                   | 957,031 |     | $                            | 957,031 |     | 44%                                        |     | -13%                                                    |
| Nicholas Mah            |     | $                                   | — |     | $                                   | 749,219 |     | $                            | 749,219 |     | 44%                                        |     | -4%                                                     |
| Kristine R. Nario-Eng   |     | $                                   | — |     | $                                   | 310,078 |     | $                            | 310,078 |     | 44%                                        |     | -8%                                                     |

#### Long-Term Equity Incentive Compensation
The Compensation Committee and our Board of Directors first determined to add a long-term equity incentive component to our executive compensation program commencing in 2018. We believe that substantially all of our peer group companies maintain a long-term equity incentive program for its key executives. The Compensation Committee concluded that the inclusion of a long-term equity award program in our overall compensation structure is necessary to help us create and maintain a market competitive executive compensation program that promotes the recruitment and retention of key employees and rewards employees for outperformance relative to a peer group over the longer-term.

In April 2024, the Compensation Committee and our Board of Directors approved grants of PSUs (“2024 PSUs”) and RSUs (“2024 RSUs”) to our executive officers as part of our 2024 Long-Term EIP. A review of our target long-term equity incentive program against those of our peer group indicates that our long-term equity incentive compensation for each of our NEOs was well below the median of target long-term equity incentive compensation for similarly situated executives of our peer group. In turn, this lower relative sizing of our target long-term equity incentive compensation causes our target total direct compensation for each of our NEOs to fall between the 25th and 50th percentile of total direct compensation for similarly situated executives of our peer group. However, while we modified certain of the terms of our 2024 PSUs in response to our engagement with our stockholders and the commentary published by proxy advisory firms relating to the 2023 Say-on-Pay Proposal, the Compensation Committee determined to leave the target payout multiples (as a multiple of the applicable NEO's base salary) for each NEO under our 2024 Long-Term E