Company: REI
Filing Date: 2025-04-11
Form Type: DEF 14A
Source: 0001628280-25-017570
Chunk: 40

Company: RING ENERGY, INC.
Filing Date: 2025-04-11
Form: DEF 14A
Chunk 40
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 value. During 2024, our compensation programs included:

■ Base Salary – Base salary is the principal fixed component of our compensation program and has historically been reviewed in the first quarter of each year.

■ Annual Non-Equity Incentive Plan – The Annual Incentive Plan (“AIP”) is designed to focus employees on achieving strategic and measurable financial, operational, and Health, Safety and Environmental (“HSE”) performance goals established by the Board thereby incentivizing the achievement of the Company’s most important priorities.

■ Long-term Equity Incentive Plan – The Long-term Incentive Plan (“LTIP”) is designed to directly align executive management and senior level employees with stockholder outcomes and the long-term financial success of the Company.

■ Competitive Total Compensation – Total executive compensation was benchmarked to a peer group of similarly-sized energy companies with the assistance of an independent compensation consultant.

■ Performance-Based Compensation – Our compensation program places a substantial portion of the total compensation opportunity at-risk and contingent on Ring achieving financial and operational outcomes and delivering peer -leading returns and stock price performance. 83% of CEO target compensation is incentive-based – with 57% of CEO target compensation linked to short- and long-term performance results.

| 40 | % | PSUs with 3-year Performance Period |
| 26 | % | RSUs with 3-year vesting            |
| 17 | % | Target Annual Cash Bonus            |
| 17 | % | Base Salary                         |

#### 45

#### RING ENERGY

### ADDITIONAL COMPENSATION POLICY HIGHLIGHTS
| WHAT WE DO                                                                                                                    |     | WHAT WE DON'T DO                                                |
| aRobust stock ownership guidelines for officers                                                                               
 and directors                                                                                                                 |     | rProvide excessive severance arrangements,                      
 single trigger severance benefits, or excise tax                
 gross-ups for change-in-control related                         
 termination                                                     |
| aCompensation Committee oversight of officer compensation levels, incentive plan goals and other officer compensation matters |     |                                                                 |
| aAlign pay outcomes with achievement of performance goals                                                                     |     | rAllow employees or directors to hedge                          
 Company securities or pledge Common Stock as                    
 collateral on a loan                                            |
| aMaintain a clawback policy                                                                                                   |     |                                                                 |
| aEngage an independent compensation consultant that directly advises the Compensation Committee                               |     | rProvide excessive perquisites                                  |
| aCap incentive payouts at a maximum amount                                                                                    |     |                                                                 |
| aMonitor compensation-related risk for excessive risk taking potential                                                        |