Company: PRTA
Filing Date: 2025-03-28
Form Type: DEF 14A
Source: 0001559053-25-000017
Chunk: 62

Company: PROTHENA CORP PUBLIC LTD CO
Filing Date: 2025-03-28
Form: DEF 14A
Chunk 62
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 executive officer other than Dr. Kinney, the Committee approved payouts at 100% of the target bonuses as to the corporate portion of the bonus for those named executive officers. Dr. Kinney’s bonus was based solely on corporate performance, and the Board therefore approved his payout at 100% of his target bonus for 2024.

• Equity as a Key Component of Compensation. We use stock options in our executive compensation program to directly link executive officer compensation to increases in the price of our ordinary shares, which directly reflects increased shareholder value. As in past years, we made annual grants of stock options to our named executive officers early in 2024.

• Commitment to Pay for Performance. Our executive compensation programs are designed to deliver pay that is tied to our corporate and individual performance. Accordingly, 90.9% of our Chief Executive Officer’s and on average 78.6% of each of our other named executive officers’ total targeted compensation for fiscal year 2024 (based on annual base salary, target annual cash bonus, and grant date fair value of stock option award granted in 2024) was provided in the form of (a) cash incentives tied to actual performance against pre-determined strategic, operational, and financial objectives; and (b) stock options, which further align our named executive officers' interests with shareholders and foster long-term focus on the Company’s objectives as well as retention.

| 36 |     | 2025 PROXY STATEMENT |

TABLE OF CONTENTS

| COMPENSATION DISCUSSION AND ANALYSIS |

Total Target Direct Compensation Focuses on " At Risk " Compensation. The charts below show the target mix of each element of the total targeted compensation in 2024 for our Chief Executive Officer and for our other named executive officers in the aggregate, which we believe show our strong emphasis on variable pay linked to actual performance.

| NOT AT RISK: 9% |     | AT RISK: 91% |     | NOT AT RISK: 21% |     | AT RISK: 79% |

| 2025 PROXY STATEMENT |     | 37 |

TABLE OF CONTENTS

| COMPENSATION DISCUSSION AND ANALYSIS |

| Compensation Governance and Best Practices |

We are committed to having strong governance standards with respect to our compensation programs, procedures, and practices. Our key governance practices include the following:

| What We Do |     |                                                                                                                                                                                                                       |     | What WeDon’tDo |     |                                                                                                                                                                                                                                                                                                                                                                                                           |
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