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On January 16, 2024, Prologis Inc. announced significant changes to its executive compensation structure. The Talent and Compensation Committee of the company's Board of Directors approved a new Performance Stock Unit Agreement (PSU Agreement) under the 2020 Long-Term Incentive Plan. This change discontinues new awards under the 2018 Outperformance Plan (POP) for top executives, including the CEO and other key officers. Instead, annual equity awards will be granted, with the CEO's awards being fully performance-based and other officers' awards being 80% performance-based and 20% service-based. The performance criteria for these awards are tied to Prologis Inc.'s ranking in the MSCI U.S. REIT Index over a three-year period, with additional vesting conditions. Furthermore, the Compensation Committee has amended the Prologis Promote Plan (PPP) to reduce the Bonus Pool from 40% to 25% of Incentive Fees. These changes reflect a shift towards performance-aligned incentives for the company's leadership.
On January 16, 2024, Prologis Inc. announced significant changes to its executive compensation structure. The Talent and Compensation Committee of the company's Board of Directors approved a new Performance Stock Unit Agreement (PSU Agreement) under the 2020 Long-Term Incentive Plan. This change discontinues new awards under the 2018 Outperformance Plan (POP) for top executives, including the CEO and other key officers. Instead, annual equity awards will be granted, with the CEO's awards being fully performance-based and other officers' awards being 80% performance-based and 20% service-based. The performance criteria for these awards are tied to Prologis Inc.'s ranking in the MSCI U.S. REIT Index over a three-year period, with additional vesting conditions. Furthermore, the Compensation Committee has amended the Prologis Promote Plan (PPP) to reduce the Bonus Pool from 40% to 25% of Incentive Fees. These changes reflect a shift towards performance-aligned incentives for the company's leadership.
2024年1月16日，普洛斯公司宣佈對其高管薪酬結構進行重大調整。公司董事會的人才與薪酬委員會批准了2020年長期激勵計劃下的新績效股票單位協議（PSU協議）。這一變更取消了根據2018年跑贏大盤計劃（POP）向包括首席執行官和其他主要高管在內的高層管理人員發放的新獎勵。取而代之的是，將頒發年度股權獎勵，首席執行官的獎勵完全基於績效，其他高管的獎勵80％基於績效，20％基於服務。這些獎項的績效標準與普洛斯公司息息相關。”在三年內在摩根士丹利資本國際美國房地產投資信託基金指數中的排名，還有額外的歸屬條件。此外，薪酬委員會修改了普洛斯推廣計劃（PPP），將獎金池從激勵費的40％減少到25％。這些變化反映了公司領導層向績效一致的激勵措施的轉變。
2024年1月16日，普洛斯公司宣佈對其高管薪酬結構進行重大調整。公司董事會的人才與薪酬委員會批准了2020年長期激勵計劃下的新績效股票單位協議（PSU協議）。這一變更取消了根據2018年跑贏大盤計劃（POP）向包括首席執行官和其他主要高管在內的高層管理人員發放的新獎勵。取而代之的是，將頒發年度股權獎勵，首席執行官的獎勵完全基於績效，其他高管的獎勵80％基於績效，20％基於服務。這些獎項的績效標準與普洛斯公司息息相關。”在三年內在摩根士丹利資本國際美國房地產投資信託基金指數中的排名，還有額外的歸屬條件。此外，薪酬委員會修改了普洛斯推廣計劃（PPP），將獎金池從激勵費的40％減少到25％。這些變化反映了公司領導層向績效一致的激勵措施的轉變。
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