EQT Corp
For the period ended Apr 16, 2025. Filed Mar 3, 2025.
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What shareholders are asked to vote on at a company's meeting. It is where to find what directors and top executives are paid, and who owns the most shares.
Apr 16, 2025 · Filed Mar 3, 2025
EQT$49.40-2.4%Stored close · as of Nov 6, 2026
Contents
Elements of 2024 Compensation Program
Determining Compensation
Elements of 2024 Compensation Program
The following table highlights the key elements of our 2024 executive compensation program. Base salaries and annual and long-term incentive awards comprise total target direct compensation for our NEOs.
| | | | | Element | | | Form of Compensation for 2024 | | | Description | | | Highlights for 2024 Program | |
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| | FIXED | | | 1 Base Salary | | | Cash | | | Provides base compensation for day-to-day performance of job responsibilities | | | ■ Our CEO continued to accept a base salary of $1 for the entirety of 2024 and, during his tenure at EQT, which began in 2019, has never taken a base salary of over $1 ■ Base salaries for other NEOs reflect the Committee’s consideration of generally targeting the market median ■ Limited adjustments to NEOs’ base salaries in 2024 | |
| | PERFORMANCE-BASED, VARIABLE | | | 2 Annual Incentives | | | Cash | | | Rewards performance during the year based on the achievement of annual performance goals established by the Committee | | | 2024 STIP pool funding was based upon specific, defined performance measures: ■ Free cash flow per share (30%) ■ Total capex spend per Mcfe (15%) ■ Adjusted gross G&A expense per Mcfe (15%) ■ Cash operating margin (10%) ■ Finding and development costs (10%) ■ EHS intensity improvement (20%) | |
| | 3 Long-Term Incentives | | | ■ RSUs ■ PSUs | | | ■ Encourages improvement in the long-term performance of the Company ■ Aligns the financial interests of our NEOs with those of our shareholders | | | ■ 2024 LTIP awards for NEOs consisted of 60% PSUs and 40% RSUs ■ 2024 PSUs are tied to performance on a combination of absolute and relative total shareholder return performance over a three-year performance period ■ 2024 RSUs vest pro rata over a three-year period on each anniversary of the grant date | | |||
| | | | | 4 Other Compensation | | | ■ Employee benefit plans and programs that are generally available to all employees ■ Limited perquisites | | | Other compensation is generally consistent with that available to all employees | | | ■ No personal use of Company-leased private aircraft ■ No Company-funded country club or similar dues ■ No car allowances or subsidized parking | |
| | 58 | ir.eqt.com | |
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