Company: GPOR
Filing Date: 2025-03-14
Form Type: PRE 14A
Source: 0001213900-25-024139
Chunk: 29

Company: GULFPORT ENERGY CORP
Filing Date: 2025-03-14
Form: PRE 14A
Chunk 29
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           2023 | Percent      
 Increase (%) | Base Salary YE 
           2024 |
| John Reinhart   |       $785,000 | 14.6%        |       $900,000 |
| Michael Hodges  |       $485,000 | 6.2%         |       $515,000 |
| Patrick Craine  |       $485,000 | 3.1%         |       $500,000 |
| Matthew Rucker  |       $390,000 | 12.8%        |       $440,000 |
| Michael Sluiter |       $390,000 | 6.4%         |       $415,000 |

Annual Incentive Awards The Compensation Committee established a performance -basedannual cash incentive program for 2024 that tied our NEOs’ compensation directly to pre -establishedperformance metrics. Targeted annual incentive award levels were based on market information supplied by the independent compensation consultant. Individual awards may be decreased at the discretion of the Compensation Committee based on overall corporate performance for the year and other considerations. 2024 Annual Short-Term Incentive (“STI”) Metrics and Annual STI Payments The Compensation Committee determined that the appropriate Key Performance Indicators (“KPIs”) for the 2024 STI plan should focus primarily on generating adjusted free cash flow and executing certain strategic objectives that were important to the continued success of the organization and were responsive to shareholder feedback. After reviewing the operating and financial targets for 2024 with the Board of Directors, the Gulfport Energy executive management team and the independent compensation advisor, the Compensation Committee approved performance targets accordingly. The KPIs included thresholds, targets and maximums that were based on predetermined financial and key performance metrics.

| 34    2025 PROXY STATEMENT |

| EXECUTIVE SUMMARY |

The financial metrics chosen were generally common measures in the oil and gas industry and were viewed as measures of success by our shareholders. The Compensation Committee also believed it was critical to focus on other strategic initiatives that while not directly measured in financial terms, are key indicators of successful companies in the oil and gas industry. Total Recordable Incident Rate (“TRIR”) and spills are common measurements and targets that reflect either industry benchmark information (TRIR) or improvement over prior results (spills). The Compensation Committee also adopted a set of strategic initiatives that focused on environmental and corporate and social governance activities. Specifically, the organization would be measured on making substantial improvement in the areas of Appalachian gas certification