Company: NE-WTA
Filing Date: 2025-03-27
Form Type: DEF 14A
Source: 0001628280-25-015025
Chunk: 103

Company: Noble Corp plc
Filing Date: 2025-03-27
Form: DEF 14A
Chunk 103
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,797 |     |     | 425,594 |     |                                       |     |                                              |     |                          | 6,010,621 |

(1) PVRSUs vest, if at all, at the end of the three-year measurement period to which they relate. However, they are not settled until the scorecard is finalised and approved by the Compensation Committee.

(2) PVRSUs are awarded at the target level and also shown here at maximum performance level.

(3) The number of PVRSUs vested shown is based on actual performance. See further details below regarding the certified result for the 2022 PVRSU grant.

(4) The fair value per share is based on a Monte Carlo grant valuation as well as the average of the high and low share price on the NYSE on the grant date.

(5) Market value per share is based on an average of the high and low share price on the NYSE on the settlement date.

Performance Against Targets for LTIP Vesting for our Executive Director

For 2024, PVRSUs constituted 70% of the annual award value. They will settle based on the achievement of specified corporate performance criteria over a three-year performance cycle. Generally, the number of PVRSUs that will settle, if any, is determined after the end of the applicable performance period and any PVRSUs that do not vest are forfeited. Upon settlement, PVRSUs convert into unrestricted shares. In setting the target number of PVRSUs, the Compensation Committee takes into consideration:

#### •

#### market data;
#### •

#### the award's impact on total remuneration;
• the performance of the executive during the last completed year; and

• the potential for further contributions by the executive in the future.

#### Noble Corporation plc| 2025 Proxy StatementA-7

### NOBLE CORPORATION PLC AND SUBSIDIARIES

#### DIRECTORS’ REMUNERATION REPORT
The Compensation Committee approved the target award levels in the tables below because it believes that if the Company performs at or above the mid-range relative to the companies in our Peer Group, remuneration levels should be commensurate with this performance. If the Company performs below this level, our remuneration levels should be lower than the mid-range. The maximum number of PVRSUs that can be awarded is 200% of the target award level.

The certified performance against the respective targets will determine the percentage of PVRSUs that will vest. In each case, the