Company: REI
Filing Date: 2025-04-11
Form Type: DEF 14A
Source: 0001628280-25-017570
Chunk: 41

Company: RING ENERGY, INC.
Filing Date: 2025-04-11
Form: DEF 14A
Chunk 41
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     | rPermit repricing of stock options without stockholder approval |
| aEngage stockholders on officer compensation matters                                                                          |     |                                                                 |

### EXECUTIVE COMPENSATION PHILOSOPHY
Our executive compensation program is designed to achieve the following objectives:

■ Emphasize pay for performance, in which Company and individual performance against preset goals are linked to the amount of compensation realized by a NEO;

■ Attract and retain a qualified and motivated management team by offering industry competitive opportunities and providing the majority of NEO compensation in the form of long-term incentives that vest over a three-year period;

■ Incentivize NEOs and appropriately reward them for their contributions to the achievement of our key short-term and long-term strategic objectives with variable compensation;

■ Align the compensation of our NEOs with the interests of our long-term stockholders by providing 60% of the long-term incentive mix in the form of performance-based incentives and 40% in the form of service-based RSUs; and

■ Sizing NEO equity awards using a higher stock price to manage potential stockholder ownership dilution in a challenging market.

The Compensation Committee believes that cash and equity incentive compensation payouts should align with the Company’s success in achieving financial, operating, and strategic goals. The Committee’s philosophy is that the Company should continue to use long-term incentive compensation such as performance stock units (“PSUs”) and RSUs to align executives’ interests with those of stockholders and should allocate a greater portion of an executive’s compensation to long-term compensation and incentive-based compensation. The Compensation Committee reviews the performance of the Company’s executive officers throughout the year to evaluate the performance of each NEO relative to the performance of the Company, the performance of Ring's stock, and the progress in meeting the Company’s goals and objectives.

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#### 2025 PROXY STATEMENT
Peer Review, Benchmarking and Compensation Consultant

The Compensation Committee retained compensation advisory services during 2024 from an independent compensation consultant, Meridian, to advise on and help refine the compensation practices of the Company. The Compensation Committee reviewed, evaluated, and benchmarked the compensation practices of the Company versus a “compensation peer group” of companies, which were Amplify Energy Corp., Berry Corporation, Gulfport Energy Corporation, HighPeak Energy, Inc., Mach Natural Resources LP, Magnolia Oil & Gas Corporation, Riley Exploration Permian, Inc., SilverBow Resources, Inc., SM Energy, Talos Energy, Inc., Vital Energy, Inc., and W&T Offshore, Inc.,