QEP Resouces, Inc. 2010 Annual Management Incentive Plan II



 Exhibit 10.7 

QEP RESOURCES, INC. 

ANNUAL MANAGEMENT INCENTIVE PLAN II 

Section 1. Purpose. 

The QEP Resources, Inc. Annual Management Incentive Plan II, as may be amended from time to time (the “Plan”), is designed to
provide an incentive to the highest paid officers and key employees of QEP Resources, Inc. (the “Company”) and its Affiliates (as defined below) to focus their best efforts to pursue and attain major organizational goals. The intent of the
Plan is to place a significant portion of the eligible employee’s annual compensation at risk by tying it to specific measurable goals that drive long-term shareholder value. 

Section 2. Definitions. 

“Affiliate” means any entity that is treated as the same employer as the Company under Sections 414(b), (c), (m), or (o) of
the Code, any entity required to be aggregated with the Company pursuant to regulations adopted under Section 409A of the Code, or any entity otherwise designated as an Affiliate by the Company. 

“Board” means the Board of Directors of the Company or a successor to the Company. 

“Code” shall mean the Internal Revenue Code of 1986, as amended. 

“Committee” means the Compensation Committee, or its successor committee, which is comprised wholly of independent, outside
directors and which must include at least two such directors. 
 “Covered Employee” means any of the highest paid
officers and key employees of an Employer who are selected to participate in the Plan for a Performance Period in accordance with Section 4 below. 

“Designated Beneficiary” means the beneficiary designated by the Covered Employee, in a manner determined by the Committee, to
receive amounts due the Covered Employee. In the absence of an effective designation by the Covered Employee, Designated Beneficiary shall mean the Covered Employee’s beneficiary(ies) designated by the Covered Employee (or deemed by law to be
designated) under the QEP Resources, Inc. Employee Investment Plan, as amended from time to time, or if no such designation exists, the Covered Employee’s estate. 

“Disability” means a condition that renders a Covered Employee unable to engage in any substantial, gainful activity by reason
of any medically determinable physical or mental impairment which can be expected to result in death or can be expected to last for a continuous period of not less than twelve months. 

“Employer” means the Company and any of its Affiliates that is the direct employer of a Covered Employee. 







 “Fiscal Year” means the fiscal year of the Company. 

“Performance Goals” means the specific, measurable goals set by the Committee in writing for any given Performance Period.
Performance Goals may include multiple goals and may be based on one or more operational or financial criteria. Such goals shall be set by the Committee by such date as is required under Section 162(m) of the Code. In setting the Performance
Goals for the Performance Period, the Committee may include one or any combination of the following criteria in either absolute or relative terms, for the Company or any business unit within it: (a) total shareholder return; (b) return on
assets, return on equity or return on capital employed; (c) measures of profitability such as earnings per share, corporate or business unit net income, net income before extraordinary or one-time items, earnings before interest and taxes,
earnings before interest, taxes, depreciation and amortization, or earnings before interest, depreciation, amortization, taxes and exploration expense; (d) cash flow from operations; (e) gross or net revenues or gross or net margins;
(f) levels of operating expense or other expense items reported on the income statement; (g) measures of customer satisfaction and customer service; (h) safety; (i) annual or multi-year average reserve growth, production growth
or production replacement, either absolute or on an appropriate per unit basis (e.g. reserve or production growth per diluted share; (j) efficiency or productivity measures such as annual or multi-year average finding costs, absolute or per
unit operating and maintenance costs, lease operating expenses, inside-lease operating expenses, operating and maintenance expense per decatherm or customer or fuel gas reimbursement percentage; (k) satisfactory completion of a major project or
organizational initiative with specific criteria set in advance by the Committee defining “satisfactory”; (l) debt ratios or other measures of credit quality or liquidity; (m) production and production growth; and
(n) strategic asset sales or acquisitions in compliance with specific criteria set in advance by the Committee. 

“Performance Period” shall mean one or more periods of time, which may be of varying and overlapping durations, as the
Committee may select, over which the attainment of one or more Performance Goals will be measured for the purpose of determining a Covered Employee’s right to, and the payment of, a cash award granted under the terms of the Plan. 

“Service” means a Covered Employee’s service as an employee of an Employer and, to the extent applicable, service as an
employee of Questar Corporation and any affiliate thereof that was taken into account under the Questar Corporation Annual Management Incentive Plan II, as amended and restated effective January 1, 2010, with respect to such Covered
Employee’s participation therein. 
 “Target Bonus” means the dollar amount specified for each Covered Employee
within the first 90 days of each Performance Period, but in no event after 25 percent of the Performance Period has lapsed. 

“Termination of Employment” means the date on which a Covered Employee shall cease to serve as an employee of an Employer for
any reason. 
  

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 Section 3. Administration. 

The Plan shall be administered by the Committee in conjunction with its administration of the QEP Resources, Inc. Annual Management
Incentive Plan, as amended from time to time. The Committee shall have sole and complete authority to adopt, alter, and repeal such administrative rules, guidelines and practices for the operation of the Plan and to interpret the terms and
provisions of the Plan. The Committee also shall have sole and complete authority to determine the extent to which Performance Goals have been achieved. The Committee’s decisions shall be final and binding upon all parties, including the
Employers, stockholders, Covered Employees and Designated Beneficiaries. 
 Section 4. Eligibility. 

Within 90 days of the beginning of a Performance Period, but in no event after 25 percent of the Performance Period has lapsed, the
Committee shall designate in writing those highest paid officers and key employees of an Employer who shall be Covered Employees under the Plan for such Performance Period. Only such Covered Employees are eligible to receive payments under this
Plan. Notwithstanding the foregoing, the Committee may designate additional officers and key employees of an Employer as Covered Employees and/or increase a Covered Employee’s Target Bonus at any time after the commencement of a Performance
Period, provided, that, if doing so would disqualify an award as “qualified performance-based compensation” under Section 162(m) of the Code, such action will be taken only if the Committee determines that it would be appropriate to
do so. 
 Section 5. Determination of Awards. 

Within 90 days after the beginning of a Performance Period, but in no event after 25 percent of the Performance Period has lapsed, the
Committee shall establish in writing (i) the Performance Goals and the underlying performance criteria applicable to the Performance Period, and (ii) a Target Bonus for each Covered Employee and a maximum payout for cash awards granted
under the terms of this Plan for such Performance Period for attainment of the specified Performance Goals by Covered Employees. Performance Goals must be objective and must satisfy the third-party objectivity standards under Section 162(m) of
the Code and regulations adopted pursuant to it. In addition, when provided for by the Committee at the time the Performance Goals are established, the Performance Goals may be adjusted to exclude the effect of any of one or more of the following
events that occur during the Performance Period: (i) asset write-downs; (ii) litigation, claims, judgments or settlements; (iii) the effect of changes in tax law, accounting principles or other such laws or provisions affecting
reported results; (iv) accruals for reorganization and restructuring programs; (v) material changes to invested capital from pension and post-retirement benefits-related items and similar non-operational items; and (vi) any
extraordinary, unusual, non-recurring or non-comparable items: (A) as described in Accounting Principles Board Opinion No. 30, (B) as described in management’s discussion and analysis of financial condition and results of
operations appearing in the Company’s Annual Report to stockholders for the applicable year, or (C) as publicly announced by the Company in a press release or conference call relating to the Company’s results of operations or
financial condition for a completed quarterly or annual fiscal period. 
  

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 As soon as reasonably practicable after the close of the Performance Period, the Committee
shall determine cash awards to be paid under the terms of this Plan. Any payments made under this Plan shall be contingent upon achieving the Performance Goals set in advance for the Performance Period in question. The Committee shall certify in
writing prior to approval of any awards that such Performance Goals have been satisfied. (Approved minutes may be used for this purpose.) 

The maximum cash payment that may be made in any Fiscal Year to any Covered Employee under this Plan is $4,000,000. 

The cash payments under this Plan, in aggregate, do not have to equal 100 percent of the maximum payout, but cannot exceed such amount.
The Committee, in its sole discretion, may reduce the cash award otherwise payable to any Covered Employee if it believes that such reduction is in the best interest of the Company and its shareholders, but any reduction cannot result in any
increase to one or more other Covered Employees. The Committee has no discretion to increase the cash award otherwise payable to any Covered Employee. 

All payments shall be made in cash and in a single lump sum no later than the
15th day of the
3rd month following the end of the calendar year that
includes the last day of the relevant Performance Period. To be eligible to receive an award, the Covered Employee must be actively employed by an Employer as of the date of payment except as provided below in Section 6. 

Section 6. Termination of Employment. 

In the event a Covered Employee incurs a Termination of Employment prior to the payment of an award for any Performance Period for any
reason other than death, Disability, Retirement, or a Change in Control, he shall not be entitled to any payment for such Performance Period pursuant to the terms of the Plan. If a Covered Employee incurs a Termination of Employment prior to payment
of an award for any Performance Period as a result of death, Disability, or retirement, his award for the Performance Period (if any), as calculated pursuant to Section 5, shall be prorated based on the length of his service during the
Performance Period when compared to the entire period. For the purpose of this Plan, “Retirement” shall mean any voluntary Termination of Employment on or after age 55 with 10 years of Service. All prorated awards shall be paid to the
Covered Employee (or his Designated Beneficiary, in the event of his death) at the time specified in Section 5. 
 In the
event a Covered Employee incurs a Termination of Employment as a result of a Change in Control that occurs prior to the payment of an award for any Performance Period, he shall be entitled to receive a payment equal to his Target Bonus for such
Performance Period. Such payment shall be made to him within 30 days after his Termination of Employment. Notwithstanding the foregoing, in no event shall a Covered Employee who is a participant in the QEP Resources, Inc. Executive Severance
Compensation Plan, as amended from time to time, as of the date on which a Change in Control occurs be entitled to such payment. 

A Change in Control of the Company shall be deemed to have occurred if (i) any individual, entity, or group(within the meaning of
Section 13(d)(3) or 14(d)(2) of the Securities 
  

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Exchange Act of 1934 (the “Exchange Act”)) other than a trustee or other fiduciary holding securities under an employee benefit plan of the Company, is or becomes the beneficial owner
(as such term is used in Rule 13d-3 under the Exchange Act) of securities of the Company representing 25 percent or more of the combined voting power of the Company; or (ii) the following individuals cease for any reason to constitute a
majority of the number of directors then serving: individuals who, as of the Effective Date, constitute the Board and any new director (other than a director whose initial assumption of office is in connection with an actual or threatened election
contest, including but not limited to a consent solicitation, relating to the election of directors of the Company) whose appointment or election by the Board or nomination for election by the Company’s stockholders was approved or recommended
by a vote of at least two-thirds of the directors then still in office who either were directors on the Effective Date, or whose appointment, election or nomination for election was previously so approved or recommended; or (iii) the
consummation of a merger or consolidation of the Company or any direct or indirect subsidiary of the Company with any corporation, other than a merger or consolidation that would result in the voting securities of the Company outstanding immediately
prior to such merger or consolidation continuing to represent (either by remaining outstanding or by being converted into voting securities of the surviving entity or any parent thereof) at least 60 percent of the combined voting power of the
securities of the Company or such surviving entity or its parent outstanding immediately after such merger or consolidation, or a merger or consolidation effected to implement a recapitalization of the Company (or similar transaction) in which no
person is or becomes the beneficial owner, directly or indirectly, of securities of the Company representing 25 percent or more of the combined voting power of the Company’s then outstanding securities; or (iv) the Company’s
stockholders approve a plan of complete liquidation or dissolution of the Company or there is consummated the sale or disposition by the Company of all or substantially all of the Company’s assets, other than a sale or disposition by the
Company of all or substantially all of the Company’s assets to an entity, at least 60 percent of the combined voting power of the voting securities of which are owned by the stockholders of the Company in substantially the same proportions as
their ownership of the Company immediately prior to such sale. In addition, if a Change in Control constitutes a payment event with respect to any payment under the Plan which provides for the deferral of compensation and is subject to
Section 409A of the Code, the transaction or event described in clauses (i), (ii), (iii) and (iv) with respect to such payment must also constitute a “change in control event,” as defined in Treasury Regulation
Section 1.409A-3(i)(5) to the extent required by Section 409A of the Code. 
 Section 7. Assumed Amounts
Attributable to Transferred Employees 
 Notwithstanding any other provision herein, as of the Effective Date, the Company
has assumed the liabilities and obligations under the Questar Corporation Annual Management Incentive Plan II, as amended and restated effective January 1, 2010 (the “Questar AMIP II”) for the payment, if any, of an award that a
Transferred Employee (as defined below) would have otherwise been entitled to receive with respect to the 2010 performance period pursuant to such terms and conditions set forth in the Questar AMIP II had such Transferred Employee not incurred a
termination of employment with Questar and its affiliates as a result of the transaction contemplated by that certain Separation and Distribution Agreement, by and between Questar and the Company, dated as of June 14, 2010 (the “Separation
Agreement”), and as of the 
  

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Effective Date Questar shall have no further liabilities or obligations with respect to the Questar AMIP II for such Transferred Employees; provided, however, that any Termination of
Employment on or after the Effective Date shall be deemed to be a termination of employment with Questar and its affiliates solely for purposes of determining whether any such award would otherwise be payable in accordance with the terms and
conditions of the Questar AMIP II. For purposes of this Section, a “Transferred Employee” means a “QEP Employee” (as defined in that certain Employee Matters Agreement, by and between Questar Corporation and the Company, dated as
of June 14, 2010) who was eligible to receive an award under the Questar AMIP II with respect to the 2010 performance period. 

Section 8. Other Provisions. 

(a) Taxes and Withholding. All cash payments made under the Plan are subject to withholding for federal, state, and other
applicable taxes. The Company shall deduct any taxes required by law to be withheld from all amounts paid to a Covered Employee under this Plan. 

(b) Source of Funds. All cash payments made under the Plan will be paid from the Company’s general assets and nothing
contained in the Plan will require the Company to set aside or hold in trust any funds for the benefit of any Covered Employee or his Designated Beneficiary. 

(c) Coordination with Deferred Compensation Plan. Covered Employees are entitled to defer the receipt of their cash bonuses under
the terms of the QEP Resources, Inc. Deferred Compensation Wrap Plan, as amended from time to time. Any cash bonuses payable under this Plan that are deferred pursuant to such Deferred Compensation Wrap Plan shall be accounted for and distributed
according to the terms of such plan and the elections made by Covered Employees thereunder. 
 (d) No Assignment. No
right or interest of any Covered Employee under this Plan shall be assignable or transferable in whole or in part, either directly or by operation of law or otherwise, including, but not by way of limitation, execution, levy, garnishment,
attachment, pledge, bankruptcy, or in any other manner, and no right or interest of any Covered Employee under the Plan shall be liable for, or subject to, any obligation or liability of such Covered Employee. Any assignment, pledge, encumbrance,
charge, transfer, or other act in violation of this provision shall be void. 
 (e) Amendment and Termination of Plan.
The Board, at any time, may amend, modify, suspend, or terminate the Plan, but such action shall not affect the awards earned and the payment of such awards during any given Performance Period. No amendment to change the maximum award payable to a
Covered Employee, the definition of Covered Employee, or the definition of Performance Goals shall be effective without shareholder approval. The Board cannot amend, modify, suspend, or terminate the Plan in any year in which a Change in Control has
occurred without the written consent of the affected Covered Employees. 
 (f) Successor. The Company shall require any
successor or assignee, whether direct, indirect, by purchase, merger, consolidation or otherwise, to all or substantially all of the 

 

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business and/or assets of the Company to assume the obligations under this Plan in the same manner and to the same extent that the Company would be required to perform if no such successor
assignment had taken place. 
 (g) Choice of Law This Plan will be governed by and construed in accordance with
applicable federal law and, to the extent not preempted by federal law, in accordance with the laws of the state of Colorado. 

(h) Effective Date of the Plan. The Plan is effective upon the “Distribution” (as such term is defined under that
certain Separation Agreement) (the “Effective Date”), and shall remain in effect until it is suspended or terminated as provided in Section 8(e); provided, however, in the event that the Separation Agreement is terminated or
the Distribution otherwise does not occur for any reason, this Plan shall automatically, and without notice, terminate and shall be of no force or effect and no participants shall have any rights or interests hereunder. 

(i) 409A Compliance. The payments and benefits provided hereunder are intended to be exempt from or compliant with the
requirements of Section 409A of the Code. Notwithstanding any provision of this Plan to the contrary, including, without limitation, Section 8(e) hereof, in the event that the Company reasonably determines that any payments or benefits
hereunder are not either exempt from or compliant with the requirements of Section 409A of the Code, the Company shall have the right adopt such amendments to this Plan or adopt such other policies and procedures (including amendments, policies
and procedures with retroactive effect), or take any other actions, that are necessary or appropriate (i) to preserve the intended tax treatment of the payments and benefits provided hereunder, to preserve the economic benefits with respect to
such payments and benefits, and/or (ii) to exempt such payments and benefits from Section 409A of the Code or to comply with the requirements of Section 409A of the Code and thereby avoid the application of penalty taxes thereunder;
provided, however, that this Section 8(i) does not, and shall not be construed so as to, create any obligation on the part of the Company to adopt any such amendments, policies or procedures or to take any other such actions or to indemnify any
Covered Employee for any failure to do so. 
 Notwithstanding anything to the contrary in this Plan, no compensation or benefits
shall be paid to a Covered Employee during the 6-month period following his or her “separation from service” from the Company (within the meaning of Section 409A(a)(2)(A)(i) of the Code and Treasury Regulation
Section 1.409A-1(h)) (a “Separation from Service”)) to the extent that the Company determines that the Covered Employee is a “specified employee” at the time of such Separation from Service and that that paying such amounts
at the time or times indicated in this Plan would be a prohibited distribution under Section 409A(a)(2)(B)(i) of the Code. If the payment of any such amounts is delayed as a result of the previous sentence, then on the first business day
following the end of such 6-month period (or such earlier date upon which such amount can be paid under Section 409A of the Code without being subject to such additional taxes, including as a result of the Covered Employee’s death), the
Company shall pay to the Covered Employee a lump-sum amount equal to the cumulative amount that would have otherwise been payable to the Covered Employee during such 6-month period. 

[Signature Page Follows] 
  

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 I hereby certify that this QEP Resources, Inc. Annual Management Incentive Plan II was duly
adopted by the Board of Directors of QEP Resources, Inc. on June 12, 2010. 
 Executed on this 12 day of June, 2010.

  

							
	By:	 	 /s/ Richard J. Doleshek
	  	
		 	    Richard J. Doleshek	  		  	
		 	    Executive Vice President, Chief Financial Officer and Treasurer