Company: RIG
Filing Date: 2025-03-21
Form Type: PRE 14A
Source: 0001451505-25-000024
Chunk: 100

Company: Transocean Ltd.
Filing Date: 2025-03-21
Form: PRE 14A
Chunk 100
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er bolting system automates the riser joint connection process, one of the most taxing and hazardous activities we perform offshore. The system removes personnel from the red zone during riser handling operations. |

Transocean 2025 P-103 Proxy Statement

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| COMPENSATION DISCUSSION AND ANALYSIS | ​ |

| ■ | The kinetic blowout stopper, a tubular shearing technology that is retrofittable to existing blowout preventers. |

| ■ | HaloGuardSM, a monitoring and control system designed to stop drill floor moving equipment when traveling in close proximity to personnel – now operational on eight of our rigs, resulting in even greater protection for our offshore crew members. |

| ■ | WorkSight, a digital behavior-based safety observation, assurance, and verification program, which uses a mobile application to implement an observation and verification process. |

The cumulative Environmental & Safety Performance resulted in a payout achievement of 200% and an associated weighted payout of 20%. Following completion of the primary and secondary performance criteria for both the TCFD and ESRS components of the Sustainability Governance Measure, the Company completed an audit of the results and a scorecard summarizing the actions completed was presented to the GSE Committee for their review and confirmation. Both measures’ primary and secondary performance criteria were completed in full and payout achievement was confirmed by the Committee at 200% of target with an associated weighted payout of 20%. As illustrated, the combined sustainability results exceeded our goal, and the Committee certified sustainability performance achievement, resulting in an associated weighted payout of 40% of the total target bonus opportunity for each Named Executive Officer. OVERALL 2024 ANNUAL BONUS ACHIEVEMENT IN 2024, WE DELIVERED STRONG ANNUAL PERFORMANCE RESULTS. Our executive leadership showed exceptional discipline and commitment in managing the Company, driving the success of our business, and building long-term value. Further, our success in delivering solid results in 2024 against the measures approved by the Committee could not have been realized without the discipline, flexibility and resilience of our dedicated workforce. LONG-TERM INCENTIVES THE COMMITTEE ESTABLISHES COMPETITIVE LONG-TERM INCENTIVE (“LTI”) OPPORTUNITIES FOR OUR NAMED EXECUTIVE OFFICERS THAT MOTIVATE THEM TO INCREASE TOTAL SHAREHOLDER RETURN, DRIVE LONG-TERM SUSTAINABLE VALUE AND ALIGN THE INTERESTS OF PARTICIPANTS WITH THOSE OF SHAREHOLDERS. To provide