D. Remuneration Governance 
In order to maximize shareholder value, our remuneration philosophy is to attract, motivate and retain high -calibre executives.  
In assessing total remuneration, our objective is to be competitive with industry remunera tion while considering individual and 
company performance. The majority of each executive's remuneration is performance based and "at risk." We believe that equity 
ownership is an important element of remuneration and that, over time, more of the executives' remuneration should be equity-
based rather than cash- based so as to better align executive remuneration with shareholder return.  For the year  ended 31 
December 2013, the targeted "at risk" remuneration relating to performance variability with cash bonus es and LTI represents 
approximately 78% for the Managing Director and approximately 71% for all other KMP’s, as illustrated in the table below. 
 
 
 
  
 
 
 
 
 
 
 
 
 
 
 
 
 
 
U.S. Remuneration Basic Principles  
While our stock is traded on the Australian Stock Exchange (ASX), all of our management team and operations are located in the 
United States.  As such, we have adopted the following objectives for managing executive remuneration: 
• Recognition that Sundance Energy is a publicly listed Australian company, with mainly Australian shareholders; 
• Recognition that remuneration must be competitive within the local working environment in order to attract and to retain 
the necessary people to grow the company according to the Board approved strategy; 
• The scheme must achieve the appropriate balance between shareholder interests and management motivation; 
• Due recognition and observance of the ASX listing rules and the Corporations Act must be made; 
• The Committee should be advised by an appropriate independent industry expert; 
• The scheme is to include three basic elements:  
o Base salaries (which will be reviewed at the end of each financial year);  
o Annual cash bonuses based on predetermined targets recommended by the Remuneration and Nominations 
Committee and approved by the Board;  
o Long term incentives in the form of equity based on predetermined targets recommended by the Remuneration 
and Nominations Committee and approved by the Board 
• The scheme is to include a discretionary component, which allows the Remuneration and Nominations Committee to 
recommend to the Board the awarding of bonuses to executives where the Remuneration and Nominations Committee 
believes they are warranted based on strong individual performance and meeting predetermined Company objectives. 
 
 
  
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