Company: GPOR
Filing Date: 2025-03-14
Form Type: PRE 14A
Source: 0001213900-25-024139
Chunk: 23

Company: GULFPORT ENERGY CORP
Filing Date: 2025-03-14
Form: PRE 14A
Chunk 23
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 stock appreciated over 38% during 2024, outperforming the S&P 500 which appreciated by approximately 25% and Gulfport’s 2024 compensation peer group average appreciation of approximately 10%. The majority of our current NEO’s total compensation is dependent on the successful achievement of Company results as measured by either short -termincentive plan metric achievement or achievement of performance measures and stock price appreciation of the Company’s common stock. The target total direct compensation of our NEOs is largely influenced by pay -at-riskor variable compensation, tying the pay of the executive to the Company’s performance and share price of the Company’s common stock. Short -termincentive plan targets for 2024 were exceeded, resulting in actual awards to executives that were higher than target amounts and demonstrating the alignment between performance and pay.

| Stockholder Engagement and Annual Say-On-Pay Advisory Vote |

The Compensation Committee is committed to engaging with our stockholders to understand their expectations for executive compensation, corporate governance and safety, environmental and other social responsibility matters at Gulfport Energy. In 2024, 97.8% of shareholders voted to approve the Company’s executive compensation program and practices. The Company is pleased that shareholders continue to strongly support our executive pay program and remains committed to meeting with stockholders to solicit feedback on our executive compensation practices in the future. Based on the results of the Company’s last advisory vote on the frequency of future Say -On-Payvotes at the Company, also known as a say -on-frequencyvote, the Company will continue to hold annual Say -On-Payvotes until the Company’s next say -on-frequencyvote in 2029. The Company held discussions with stockholders representing over 60% of shares outstanding. Through these conversations, our stockholders emphasized their expectation that management should be focused on driving results that deliver stockholder value. Our stockholders agree that executives should not be paid at target levels unless financial targets are achieved and expressed a desire to see specific and measurable targets for the year. Stockholders also expressed a desire for executives to have exposure to the absolute return of the Company’s common stock without regard to broader market fluctuation. The Company is confident that the metrics selected for both short -termand long -termincentives are appropriate and continue to align with shareholder preferences. Changes were made to metrics selected in the annual incentive plan to incorporate environmental, safety and other social practices for 2024. After carefully considering input from stockholders, the Company took the following actions in 2024: • Granted