STRATUS PROPERTIES INC
For the period ended May 13, 2025. Filed Apr 8, 2025.
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May 13, 2025 · Filed Apr 8, 2025
Contents
Objectives of Our Compensation Program
The compensation committee is responsible for designing, implementing, and administering our executive compensation program. The compensation committee seeks to increase stockholder value by:
| • | rewarding performance tied primarily to the success of our development projects; |
| • | aligning the interests of the executive officers with the interests of our stockholders; and |
| • | providing a level of total compensation that will enable the Company to attract, incentivize and retain talented executive officers. |
As a result of our implementation of these objectives, the majority of our CEO’s total compensation paid during the three-year period ended December 31, 2024, consisted of variable, at risk forms of pay that were dependent on our performance. For this period, the graph below reflects the percentage of our CEO’s compensation based on (i) fixed pay components (base salary and other compensation), (ii) performance pay components (payouts under our AIP and prior annual bonus program (whether paid in cash or equity) and payouts under the Profit Plan and the LTIP (whether paid in cash or equity)), and (iii) variable, at-risk pay components (similar to performance pay components but also includes RSU awards under our annual equity award program, which our executive officers ceased participating in effective for 2023).
Allocation of CEO Compensation – 2022-2024
Total Fixed Pay = 21% Total Variable, At-Risk Pay = 79% Total Performance Pay = 76%
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