Company: REI
Filing Date: 2025-04-11
Form Type: DEF 14A
Source: 0001628280-25-017570
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Company: RING ENERGY, INC.
Filing Date: 2025-04-11
Form: DEF 14A
Chunk 39
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 Compensation Committee carefully considered the relevant external and internal economic and business factors affecting named executive officer pay for 2024 .

Our Compensation Committee awarded the majority of named executive officer compensation opportunity in the form of “at-risk”, performance-based compensation. This strategy recognizes the evolution of the Company, the volatile state of the oil and gas industry, and the competitive market for talented executives. Through this strategy, our named executive officers remain strongly aligned with the long-term interests of our stockholders.

After a comprehensive review and evaluation of our executive compensation program, the Compensation Committee made the following key executive compensation decisions for 2024 , all of which were focused on strong performance accountability that directly links pay with performance, while ensuring that we remain competitive for attracting and retaining key talent.

■ Base Salaries : In early 2024 , the Compensation Committee reviewed the base salaries paid to each of our named executive officers and determined to increase each of their base salaries to further align them with their industry peers.

■ Annual Cash Bonuses: Following the end of the 2024 performance year, based on the Company’s achievement of certain key performance indicators ("KPIs"), we awarded 2024 annual cash bonuses to our named executive officers at 136% target performance levels. See “ Annual Incentive Plan ” below for more details.

■ Annual Equity Awards: In February 2024 , consistent with the Compensation Committee’s historical pay for performance philosophy, we granted approximately 60% of our named executive officers’ equity incentive awards in the form of performance-vesting restricted stock unit (“PSU”) awards, with approximately the remaining 40% granted in the form of service-vesting restricted stock unit (“RSU”) awards. See “ Equity-Based Long-Term Incentive Compensation – PSU Awards and RSU Awards ” below for more details. Additionally, the Compensation Committee elected to reduce the quantum of the NEO's equity awards by utilizing an above-market grant price to size the award, which served to align with the Company's

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#### 2025 PROXY STATEMENT
stockholders, minimize dilution, and preserve shares in the 2021 Plan. This resulted in a 41% reduction in NEO and director equity compensation for 2024 .

### OVERVIEW OF EXECUTIVE COMPENSATION
In 2024, our compensation programs were designed to continue aligning our management team and employees with our strategic focus on generating free cash flow, maintaining production levels and reserves, strengthening the balance sheet by paying down debt and delivering long-term stockholder