short-term incentives, long-term incentives, benefits and perquisites.  Amounts paid to Meridian for these services during fiscal 
year 2014 was di minimis.  Meridian did not provide any other services to the Company.  
In order to ensure that any remuneration recommendations made by Meridian were free from undue influence by management, 
the Remuneration and Nominations Committee engaged Meridian and any advice, work or recommendations made by Meridian 
were provided to the committee chairman. 
Elements of Remuneration 
 Component Description 
Cash 
Remuneration 
Base Salary (Fixed) Competitive pay to attract and retain talented executives. 
Short-Term Incentives 
(Performance Based) 
Annual incentive plan designed to provide executives with an 
opportunity to earn an annual cash incentive based on Company 
financial and operational performance. 
Equity 
Remuneration 
Long-Term Incentives 
(Performance Based) 
Restricted share awards that are tied to achievement of specific 
performance metrics, intended to reward strong, sustained underlying 
share value, and reward increasing shareholder value. Equity awards 
further align the interests of our executives with those of our 
shareholders. 
Other Benefits Health and Welfare 
Benefit Plans (Other) 
Executives are eligible to participate in health and welfare benefit plans 
generally available to other employees. 
 
Base Salary 
Base salaries for executives recognize their qualifications, experience and responsibilities as well as their unique value an d 
historical contributions to Sundance. In addition to being important to attracting and retaining executives, setting base sal aries 
at appropriate levels motivates employees to aspire to and accept enlarged opportunities. We do not consider base salaries to  
be part of performance -based remuneration.  In setting the amount, the individuals' performance is considered  as well as the 
length of time in their current position without a salary increase. 
 
2013 Base Salaries and 2014 Salary Adjustments 
Name Title 2014 Salary 2013 Salary % Change Rationale 
E. McCrady MD/CEO $370,000 $275,000 35 % Mr. McCrady’s salary was 
increased effective January 2014 
reflecting his significant 
contribution to our performance 
and to bring his pay closer to the 
25th percentile of the Company’s 
U.S. and Australian market peer 
group.  This is Mr. McCrady’s first 
base pay increase since 2011. 
C. Anderson CFO $295,000 $225,000 31 % Ms. Anderson’s salary was 
increased effective January 2014 
to bring her closer to the 50th 
percentile of the Company’s U.S. 
market peer group.  This is Ms. 
Anderson’s first base pay increase 
since 2011. 
G. Ford VP of Exploration 
and Development 
$295,000 $230,000 28% Ms. Ford’s salary was increased 
effective January 2014 to bring her 
closer to the 50th percentile of the 
Company’s U.S. market peer 
group.  This is Ms. Ford’s first base 
pay increase since 2011. 
 
  
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