Company: GPOR
Filing Date: 2025-03-14
Form Type: PRE 14A
Source: 0001213900-25-024139
Chunk: 28

Company: GULFPORT ENERGY CORP
Filing Date: 2025-03-14
Form: PRE 14A
Chunk 28
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 directly to the Compensation Committee Chair. The Compensation Committee determined that the expertise that WTW had in the executive compensation consulting space with other similar Exploration and Production (“E&P”) companies, in addition to deep insights into compensation practices of other similar companies, was critical for Gulfport Energy. WTW provided contemporary best practices in base pay administration, short -termincentive plan design and long -termincentive plan design. This information, which included reviews of peers, a broader E&P group and general industry practices, was used by the Compensation Committee to determine base salary, short -termincentives and long -termincentives for our executives.

| 2025 PROXY STATEMENT    33 |

| EXECUTIVE SUMMARY |

WTW also provided support with regulatory and other considerations that affect compensation programs generally, as requested by the Compensation Committee, as well as assistance in preparation of the CD&A. WTW reported exclusively to the Compensation Committee, with respect to the services described above. During 2024, WTW provided other non -executivecompensation consulting services to us, but the total fees for such services did not exceed $120,000. The Compensation Committee reviewed the independence of WTW and determined that there were no conflicts of interest because of the Compensation Committee’s engagement of WTW. The Compensation Committee evaluates the independence of its compensation consultant(s) on an ongoing basis.

| 2024 COMPENSATION PROGRAM DESCRIPTION |

Base Salary The Compensation Committee engaged WTW to review the overall competitiveness of our executive compensation program for 2024, with a continued focus on ensuring the alignment of management compensation with performance and the achievement of Gulfport’s long -termgoals. The Compensation Committee reviews NEO base salaries on an annual basis, with a goal of providing market -competitive, fixed cash compensation. The Compensation Committee assesses comparable salary information provided by its independent compensation consultant as a factor when determining the base pay for NEOs. Other factors the Compensation Committee considers in determining base pay for each of the NEOs include, but are not limited to: the NEO’s responsibilities, experience, leadership, potential future contribution and demonstrated individual performance. The relative weighting of these factors varies by NEO depending on their position and responsibilities. In March 2024, the base salaries of the executive team were reviewed, and changes were made to certain executives’ base salaries after reviewing the current labor market for executive talent, performance and other job -relatedfactors for each executive. A summary of the changes is reflected in the table below.

| Name            | Base Salary YE