For the year ended 31 December 2014 (to be paid in 2015), the following metrics were adopted as targets: 
Financial Performance Metric 
Performance 
Target 
 
Target 
Weight 
Production of oil and natural gas per 1,000 debt adjusted share 4.06 Boe 17.5% 
Cash margin 72.6% 17.5% 
Net asset value per debt-adjusted share 1.02 17.5% 
PV/I (1) 1.25 17.5% 
Health, safety and environmental Qualitative 10.0% 
Assessment of the  performance of senior executives and managers Qualitative 20.0% 
(1) Increase in PV10 of proved reserves divided by the capital spent to generate that growth during the period excluding 
acquisitions and dispositions 
The amount of any STI and LTI bonuses relative to the year ended 31 December 2014 will be determined subsequent to the filing 
of this report and included in reported remuneration in next year’s Directors’ Report.   
Long-Term Incentives 
We have two active e quity incentive plans under the LTI component of the incentive remuneration program. These are the 
Sundance Employee Option Plan ("ESOP") and the Sundance Energy Australia Limited Restricted Share Units available only to our 
U.S. employees under the Incent ive Remuneration Plan (the "RSU Plan"). Any grants made to employees that also serve as a 
director are subject to shareholder approval prior to issuance.   
ESOP Plan 
The ESOP provides for the issuance of stock options at an exercise price determined at the time of the issue by a committee 
designated by the board (the "Plan Committee"). Options under the ESOP may be granted to eligible employees, as determined 
by the Plan Committee, and typically include our executive officers, directors and key employees.  
Historically, the Plan Committee has granted options in connection with attracting new employees, which grant is made once 
employment has commenced. It is within the discretion of the Plan Committee, however, to authorize additional option grants 
during the tenure of employment. Generally, an option vests 20 percent on the 90th day following the grant date, with an 
additional 20 percent vesting on the first, second, th ird and fourth anniversaries thereof. Options are valued using the Black -
Scholes methodology and recognized as remuneration in accordance with their vesting conditions. In the event of a voluntary 
winding up of the Company, unvested stock options vest immediately. We may amend the ESOP or any portion thereof, or waive 
or modify the application of the ESOP rules in relation to a participant, at any time. Certain amendments to the ESOP may require 
the approval of the option holders.  
No stock options were granted to any officers or directors during fiscal years 2013 or 2014. 
RSU Plan 
The RSU Plan provides for the issuance of restricted share units ("RSUs") to our U.S. employees. The purpose of issuing RSUs is to 
reward senior executives and employees for achievement of financial and operational performance targets established by our 
board. The RSU Plan is administered by our board. RSUs may be granted to eligible employees from a bonus pool established at 
the sole discretion of our board. The bonus pool is subject to board and management review of performance metrics with respect 
to bot h our and the individual employee's performance over a measured period determined by the Remuneration and 
Nominations Committee and the board. The RSUs may be settled in cash or shares at the discretion of our board.  
Under the RSU Plan, which applies to 2014 payments earned in 2013, 25% of the RSUs vest upon satisfaction of the performance 
criteria and share award determination, and 25% vest on each of next three anniversaries. The RSUs are based on performance 
targets established and approved by our board.  The number of RSUs awarded is calculated by dividing the value of the LTI award 
by the closing price of the Company’s shares at the end of the fiscal year for which the award is granted.   
  
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