Annual Incentive Compensation Plan
Our annual incentive compensation continues to, among other things, seek to drive sustainable free
cash flow (FCF), reduce our debt position, and advance development of key opportunities and ESG efforts. In 2021, the MD&C Committee enacted enhancements to the annual incentive compensation plan, including:
Simplified plan focusing on key financial, operational, and ESG metrics
Increased weighting on
measurable metrics removing subjectivity from achievement Long-Term Incentive Compensation
Plan In 2021, the MD&C Committee further aligned executive compensation with Company
performance and shareholder interests, by expanding our 2021 TSR peer group to include a broader mix of energy companies and increasing the weighting of the S&P 500 index.
Other Compensation Program Changes
Given market conditions and to continue to closely align pay to shareholder experience, the
MD&C Committee maintained the target compensation for our CEO and President in 2021, which was decreased by 10 percent in 2020. This follows the increase in holding requirements from six times to 10 times base salary that was put in place
in 2019. In 2022, the MD&C Committee decreased the long-term incentive targets for our CEO and President by 9 percent following additional market analysis.
The MD&C Committee is dedicated to ensuring that our compensation programs motivate long-term value creation. We believe the changes to our compensation programs help
advance that prime objective. Taking into account shareholder feedback, we assess changes, and indeed all elements of the program, in the context of the Companys strategic objectives to:
Operate in a safe and environmentally responsible manner
Deliver attractive
risk-adjusted returns and improve FCF yield while maintaining capital discipline
Return value to shareholders
in the form of dividend payments, share repurchases, and debt reduction
Maintain a balanced
portfolio, including organic exploration Employ leading technology strategies and execute on sustainability initiatives
Our goal is to ensure that our compensation programs align with our shareholders interests. We understand that the future success of our Company hinges upon our
ability to help meet the worlds energy needs in ways that are innovative, safe, environmentally responsible, and profitable for the long-term benefit of all our stakeholders.
Continuous improvement on our ESG goals remains paramount to our compensation program structure. In
order to drive continuous improvement in EH&S activities, we have maintained annual, companywide EH&S performance goals as a component of incentive compensation plans for all employees, from the field to the executive suite. As noted above,
in our executive compensation plan, we have added ESG-focused goals to our long-term incentive compensation plan, after instituting ESG-focused goals in our annual
incentive compensation plan in 2020, which remain in place today. These goals relate to greenhouse gas emissions, freshwater use, natural gas flaring, and the development and wellbeing of our workforce.
We look forward to your continuous feedback as we strive to position our Company as a recognized
leader with respect to compensation practices. Sincerely,
Members of the MD&C Committee
William C. Montgomery, Chair Annell R. Bay
Juliet S. Ellis Charles W. Hooper
H. Lamar McKay
April 1, 2022 |