What We Do: What We Don’t Do: 
 
• Provide for Clawback of Compensation - The 
Committee may require reimbursement or forfeiture of all 
or a portion of any performance cash bonus or LTI in the 
event the Company is required to restate financial 
statements or if the Company relied on materially 
inaccurate information in making its incentive 
compensation decisions. 
• Allow Speculation on Our Company’s Stock – Company 
policy prohibits our executives from engaging in short-
term or speculative transactions involving our common 
stock. This policy prohibits trading in our stock on a short-
term basis, engaging in short sales, buying and selling puts 
and calls, and discourages the practice of purchasing the 
Company’s stock on margin. 
 • Permit Abusive Perquisites Practices - Perquisites made 
available to our executives are limited. 
 • Equity Grant Practices - The Company does not 
backdate or re-price equity awards retroactively. 
 
Remuneration Practices and Policies  
Our board of directors recognizes that the attraction and retention of high -calibre directors and executives with appropriate 
incentives is critical to generating shareholder value. We have designed our remuneration program to provide rewards for  
individual performance and corporate results and to encourage an ownership mentality among our executives and other key 
employees. We believe a significant portion of our executives’ pay should be at-risk to performance. 
Sundance stock is traded on the Australian Stock Exchange (ASX) and all of our management team and operations are located in 
the United States. In order to retain our current talent and continue to attract highly skilled talent in the U.S., we have a dopted 
remuneration programs that align with best practices and competitive design in the U.S. marketplace while also meeting ASX 
listing requirements.   
 
The objectives of our compensation program are to: 
• Attract and retain highly trained, experienced, and comm itted executives who have the skills, education, business 
acumen, and background to lead a mid-tier oil and gas business; 
• Motivate and reward executives to drive and achieve our goal of increasing shareholder value; 
• Provide balanced incentives for the achievement of near-term and long-term objectives, without motivating executives 
to take excessive risk; and 
• Track and respond to developments such as the tightening in the labor market or changes in competitive pay practices. 
 
The primary components of our executive compensation program consist of long-term equity incentive awards, the opportunity 
to receive an annual performance cash bonus, and base salary. We generally target each component, as well as the aggregate of 
the components, at between approximately the 25th and 50th percentile of market compensation comparable within a group of 
similarly-sized ASX and U.S. listed oil and gas exploration and production companies.  Individual compensation levels may vary 
from these targets based on performance, exper tise, experience, or other factors unique to the individual or the Company. We 
also provide retirement and other benefits typical for our peer group. 
C. Directors and Key Management Personnel 
 
• Michael D Hannell (Chairman) 
• Eric P McCrady (Managing Director and Chief Executive Officer) 
• Damien A Hannes (Non-Executive Director) 
• Neville W Martin (Non-Executive Director) 
• H. Weldon Holcombe (Non-Executive Director) 
• Cathy L Anderson (Chief Financial Officer) 
• Grace Ford (Vice President of Exploration and Development) – appointed as KMP 1 January 2014 
 
Based on her increased responsibilities due to the Company’s growth, Ms. Ford was deemed to be a Key Management Personnel 
during the 2014 fiscal year.  Prior to that time, Ms. Ford was not considered to be Key Management Personnel. 
  
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