Company: CRK
Filing Date: 2025-04-22
Form Type: DEF 14A
Source: 0000950170-25-056747
Chunk: 41

Company: COMSTOCK RESOURCES INC
Filing Date: 2025-04-22
Form: DEF 14A
Chunk 41
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 with 899 Bcfe of drilling related proved reserve additions achieving an overall finding cost of $1.00 per Mcfe. • Led our industry peers during 2024 in total shareholder return.

| Key Compensation Program Features |

• Aligns pay and performance , by using an annual incentive bonus plan that is weighted heavily on achieving financial performance goals and by providing a portion of our long term incentive ("LTI") equity awards in performance stock units ("PSUs") based on relative total shareholder return ("TSR") versus our peer group. • Incentive plan metrics align with our business strategy , which focus on maintaining efficient operations through return on equity, well cost efficiency, operating cost improvement and reserve replacement in 2024. • Market competitive , by evaluating executive compensation against a peer group of appropriately sized oil and gas exploration and production companies and by using similar pay practices that directly reflect the practices of this peer group. • Incorporates stockholder interests , by aligning pay with stockholder value creation, through our LTI program that features Total Shareholder Return as a primary long-term performance metric, maintaining a stock ownership guideline for officers and Board members and by holding discussions with large stockholders to obtain their feedback on our compensation programs and implementing many of their suggestions. • Employs best practices in corporate governance , by adopting stock ownership guidelines, clawback and anti-hedging policies and eliminating excise and other tax gross ups in our compensation plans. • Governed by independent directors that are advised by independent consultants.

| Compensation Program Objectives |

Our compensation committee has responsibility for establishing and administering the compensation objectives, policies and plans for our executive officers. The compensation program and the executive officers' compensation are determined by the compensation committee. The committee bases its decisions concerning specific compensation elements and total compensation paid or awarded to our executive officers on several different objectives, which include: • Providing compensation that is competitive with the compensation of companies that have operations similar to us and are in similar markets for executive talent; • Encouraging focus on both short-term and long-term performance, promoting stockholder value through strategic business decisions and the achievement of performance objectives; • Providing performance-based incentive compensation intended to vary with company and individual performance, while appropriately moderating the impact of the cyclical nature of our business; and • Facilitating ownership of our common stock by our executive officers through equity-based incentives so that management's interests are closely aligned with those of stockholders in terms of both risk and reward. Our compensation committee held three meetings during 2024 and it has met three times