MYR GROUP INC.

We seek to maintain the competitiveness of our executive compensation program with those of our peers and competitors. Adjustments to both overall compensation and the individual components of compensation are based on various factors, including results of compensation benchmarking studies, general economic conditions, the effects of inflation or other economic forces, changes in our business operations and the related financial results, results of our shareholder vote on our Say-on-Pay proposal and changes in the compensation practices of our competitors. We also take into account each executive officer’s individual performance when making compensation adjustments.

The primary objectives of our executive compensation program are to:

•attract, motivate and retain talented and dedicated executive officers;

•reward accountability and performance by linking compensation to the achievement of financial and safety performance goals;

•motivate executive leadership and promote behavior that aligns our executive officers’ interests with those of our shareholders;

•encourage our executive officers to develop business and build a backlog of profitable business to facilitate our long-term success;

•encourage our executive officers to develop business models and systems that seek out strategic opportunities that benefit the Company and our shareholders;

•encourage our executive officers to develop and maintain an understanding of our industry’s competitive environment and position ourselves as a leader within our industry; and

•encourage our executive officers to implement a culture of legal and regulatory compliance and a commitment to operating our business with the highest standards of professional conduct, ethics and compliance.