Company: GMRE
Filing Date: 2025-03-31
Form Type: DEF 14A
Source: 0001104659-25-029872
Chunk: 38

Company: Global Medical REIT Inc.
Filing Date: 2025-03-31
Form: DEF 14A
Chunk 38
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.0 billion   |
| CareTrust REIT, Inc.                    |     | $ | 5.0 billion   |
| City Office REIT, Inc.                  |     | $ | 0.2 billion   |
| Community Healthcare Trust Incorporated |     | $ | 0.5 billion   |
| Easterly Government Properties, Inc.    |     | $ | 1.2 billion   |
| Elme Communities                        |     | $ | 1.3 billion   |
| Getty Realty Corp.                      |     | $ | 1.7 billion   |
| LTC Properties, Inc.                    |     | $ | 1.6 billion   |
| National Health Investors, Inc.         |     | $ | 3.1 billion   |
| NETSTREIT Corp.                         |     | $ | 1.2 billion   |
| Plymouth Industrial REIT, Inc.          |     | $ | 0.8 billion   |

29 Peer Companies

| Company                      |     |   | Implied       
 Market Cap(1) |
|:-----------------------------|:----|:--|:--------------|
| Sabra Health Care REIT, Inc. |     | $ | 4.1 billion   |
| Sila Realty Trust, Inc.      |     | $ | 1.0 billion   |
| Whitestone REIT              |     | $ | 0.7 billion   |

| (1) | As of December 31, 2024. Data provided by third-party 
 vendor.                                               |

To assist the Compensation Committee in its determination of executive compensation, our compensation consultant prepares an independent analysis of key size and performance indicators such as revenue, market capitalization, and total stockholder return compared to the Peer Companies. This analysis is provided to the Compensation Committee so it has sufficient information on the competitiveness of pay in the context of our performance compared with that of the Peer Companies. Our compensation consultant also delivers a benchmarking analysis of the compensation paid to our NEOs and to our directors to the Compensation Committee. This analysis compares annual and long-term incentive awards and total compensation to compensation components of the Peer Companies and provides general guidance for future compensation levels. While the Compensation Committee uses this analysis to help frame its decisions on compensation, it uses its collective judgment in determining executive compensation. The Compensation Committee does not target a specific market position relative to the Peer Companies for the compensation elements of executive officers but seeks to pay competitively and takes into consideration the relative positioning compared