Company: GPOR
Filing Date: 2025-03-14
Form Type: PRE 14A
Source: 0001213900-25-024139
Chunk: 25

Company: GULFPORT ENERGY CORP
Filing Date: 2025-03-14
Form: PRE 14A
Chunk 25
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401K program, vacation policy and disability plans to provide income replacement due to long-term or short-term illness                                                                                                                                                                  | •   Provide core health, welfare and retirement savings plans for executives. Provide substantially the same programs for all employees with minimal executive perquisites. |
| Base Pay                                     | •   Base pay rates that are reviewed annually and subject to Compensation Committee recommendations                                                                                                                                                                                                      | •   Provide compensation that is competitive with the median peer group practices. Base pay levels reflect the unique skills and abilities of our executives and accounting for the primary duties associated with the executive’s role.                                                                                                                     |                                                                                                                                                                             |
| Short-Term Incentive                         | •   Annual incentive opportunity to earn a percentage of base pay based on annual operating objectives                                                                                                                                                                                                   | •   Provides incentive opportunities that approximate median peer group pay when performance targets are achieved. When targets are exceeded, the executive should be rewarded for their efforts with pay that exceeds the median of the peer group. When targets are not achieved, the executive should earn pay levels below the median of the peer group. |                                                                                                                                                                             |
| Long-Term Incentives                         | •   Time-Based Restricted Stock Units                                                                                                                                                                                                                                                                    | •   Time-based restricted stock unit grants that vest in equal annual installments over 3 years. If the executive remains with the Company, the executive experiences either increased or decreased pay levels based on the performance of the stock price, fully aligning our executives with the return of the Company’s stock.                            |                                                                                                                                                                             |
| •   Performance-Based Restricted Stock Units | •   Performance-based restricted stock units that are tied to total shareholder return over a performance period that aligns stockholders and executive interests, providing an additional incentive opportunity for the executive when absolute and/or relative returns exceed those of our peer group. |                                                                                                                                                                                                                                                                                                                                                              |                                                                                                                                                                             |

| 2025 PROXY STATEMENT    31 |

| EXECUTIVE SUMMARY |

| Determining our Executive Compensation |

Benchmarking Against Our Compensation Peer Group Gulfport utilizes a peer group of companies, or the Compensation Peer Group, as a reference point when establishing both compensation levels for NEOs as well as program structures, to achieve competitiveness in the market. 2024 Compensation Peer Group The Compensation Committee engaged its independent consultant, WTW, formerly Willis Towers Watson, to establish the appropriate peer group for executive compensation for 2024. Potential peers were identified using revenue, primary business, equity value/debt ratio, other relevant financial metrics (EBITDA, market capitalization, assets, net income, etc.), gas weighting