Company: NE-WTA
Filing Date: 2025-03-27
Form Type: DEF 14A
Source: 0001628280-25-015025
Chunk: 112

Company: Noble Corp plc
Filing Date: 2025-03-27
Form: DEF 14A
Chunk 112
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              3,046,787 |     | 2,577,656 |     |          |  18 | % |
| Income before income tax ($’000s) |     |                553,556 |     |   349,489 |     |          |  58 | % |

Additional information on the average number of employees, total revenues, and income before income taxes has been provided for context. The majority of our workforce (approximately 80%) are located offshore.

#### 2025 EXECUTIVE RENUMERATION DESIGN
For 2025, our Executive Director, President, and Chief Executive Officer’s base salary is $1,000,000 and his STIP target is 130% of base salary. In establishing 2025 base salary and STIP target levels, the Compensation Committee considered a variety of factors including the Compensation Committee’s remuneration philosophy, market, and proxy remuneration data, and individual performance in the prior year. As in 2024, the funding mechanism for the 2025 STIP is linked directly to strategic, financial, and operational performance. For 2025, the performance goals and corresponding weighting are normalized cash generation (70%), customer satisfaction (15%), and safety index (15%). Noble will provide a full disclosure of targets and actual results in its 2026 report due to the commercially sensitive nature of the targets. For the 2025 LTI grant to our CEO, we believe that the focus on pay-for-performance provided by the existing design of our LTI programme remains the best mechanism to support the achievement of Noble’s strategic objectives. The PVRSUs vest over a three-year performance period and the TVRSUs vest on a three-year ratable vest schedule. The 2025 grants of PVRSUs performance goals and corresponding weighting are achievement of absolute and relative total shareholder returns (50%), return on invested capital (“ROIC”) (40%), and ESG metrics (10%). In 2025, our Executive Director, President, and Chief Executive Officer’s base salary increased by 5.3% from 2024, his LTIP grant increased by 13.3% from 2024, and his ratio of PVRSUs to TVRSUs within the LTIP grant remained consistent with 2024.

CONSIDERATION BY THE DIRECTORS OF MATTERS RELATING TO DIRECTORS’ RENUMERATION

The Compensation Committee of our Board is responsible for determining the remuneration of our Directors and Executive Officers and for