Company: ZNOG
Filing Date: 2025-03-28
Form Type: PRE 14A
Source: 0001437749-25-009798
Chunk: 20

Company: ZION OIL & GAS INC
Filing Date: 2025-03-28
Form: PRE 14A
Chunk 20
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 seek to provide executives with significant equity compensation in order to encourage them to accept lower cash compensation than they might be able to receive elsewhere |

Zion’s executive compensation programs are designed to compensate individual management personnel based on a number of factors, including:

| • | the individual’s position and responsibilities within the Company; |

| • | the overall importance of the individual’s responsibilities in helping the Company achieve success: |

| • | specific tasks that the individual may be required to perform during a particular time period; |

| • | the individual’s skill set, experience and education; |

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| • | market conditions, as measured by (among other things) feedback from recruiters and the Company’s knowledge of peer company compensation policies; |

| • | geographical considerations, including the cost of living associated with the USA and Israel, where the Company’s offices are located; |

| • | advice from third party economic consulting and compensation firms; |

| • | the Company’s performance in areas for which the individual has responsibility; and |

| • | the Company’s overall performance in its mission. |

Components of Compensation

In an effort to meet these objectives, our executive compensation program consists of the following components:

| • | Base Salary. The Compensation Committee believes that base salary should provide executives with a predictable income sufficient to attract and retain strong talent in a competitive marketplace. We generally strive to set executive base salaries at levels that we believe enable us to hire and retain individuals in a competitive environment. |

| • | Equity Award. The Compensation Committee believes that long-term equity incentives, such as stock options, focus executives on increasing long-term shareholder value. |

| • | Discretionary Cash Bonus Award. The Compensation Committee has historically awarded cash bonuses on occasion to reward significant individual contributions or to act as an incentive. |

| • | General Benefits. We provide generally competitive benefits packages, such as medical, life and disability insurance, to our executives on the same terms as our other employees. |

Our Process of Establishing Executive Compensation

The Compensation Committee typically reviews our executive officers’ compensation on an annual basis. Our CEO recommends to the Compensation Committee the goals, objectives and compensation for all executive officers, except himself, and responds to requests for information from the Compensation Committee. Except for these roles, Zion’s executive officers do not have a role in approving goals and objectives or in determining compensation of executive officers or non-employee directors. Our CEO has no role in approving his own compensation. The Compensation Committee periodically reviews the compensation of non