LTIP Payout Scenarios: Greater focus on absolute performance (a)

of Long-Term Incentive Plan Design

Designed to provide highly competitive long-term compensation for excellent performance without rewarding mediocrity

(a) Absolute TSR on an annualized basis.

Relative TSR Peer Group (c)(d)

Antero Resources Corporation

CNX Resources Corporation

Comstock Resources, Inc.

Coterra Energy Inc.

EQT Corporation

Gulfport Energy Corporation

Range Resources Corporation

Southwestern Energy Company

Alerian MLP Index

S&P 500 Utilities Sector

S&P 500 Industrials Sector

S&P Oil & Gas EP Select Industry Index

Peer group includes four indices to ensure broader market relevance

(b) Payout estimates the change in total LTI value over a 3-year vesting period including the impact of payout leverage for performance-based awards and stock price change.

(c) Peer groups approved in early 2022.

(d) If, during the first 18 months of the relative TSR performance period, any peer group member is acquired, then it shall be replaced by the first/next company on a predetermined rank-ordered replacement list. If, during the last 18 months of the Performance Period, any Peer Group Member is involved in a merger or acquisition, then such peer company TSR will be locked-in as greater or less than that for the Company, in each case measured as of the date of the announcement of such merger/acquisition.

2022 Long-Term Incentive Awards — Targeted Value

(a) Inducement award granted upon hire on February 1, 2022. This award was made to compensate Mr. Viets for earned but unvested awards at Mr. Viet’s prior employer that he forfeited when he joined our team.

(b) Mr. Wichterich’s 2022 total target value of long-term incentive awards was originally set at $2,000,000 but was prorated to exclude a portion of his previous Chairman of the Board award to avoid overlapping compensation for similar service to the Company.

Other Compensation

We also provide compensation in the form of benefits and perquisites to the NEOs, including health and welfare insurance benefits, matching contributions under the Company’s 401(k) plan and other non-elective Company contributions. We provide up to 6% matching of eligible compensation that is deferred, up to the Internal Revenue Code limit for each respective year in which the eligible employee participates in the plan. The foregoing benefits and perquisites are provided to all employees or large groups of senior level employees. The Company does not permit personal use of corporate aircraft by executive officers or directors. Although family members and invited guests are occasionally permitted to accompany executive officers and directors on business flights, the aggregate incremental costs to the Company is de minimis. See “All Other Compensation Table” on page 49 for more information.