text: On an annual basis, targets are established and agreed by the Remuneration and Nominations Committee, subject to approval 
  by our board of directors. The targets are used to determine the bonus pool, but both the STI and LTI bonuses for the Key 
  Management Personnel require approval by the Remuneration and Nominations Committee and are fully discretionary. Bonuses 
  earned under the STI will be paid in cash and those under the LTI by means of awarding Restricted Share Units (RSUs) under the 
  RSU Plan. For 2013 performance year, bonus targets ranged from 75% to 100% of base salaries for STI and 175% to 250% of base 
  salaries for LTI. For 2014 performance year, bonus targets ranged from 75% to 100% of base salaries for STI and 225% to 325% 
  of base salaries for LTI. Due to the current low commodity pricing environment and to preserve the Company’s liquidity, any STI 
  earned on the 2014 financial performance metrics (to be paid in 2015) will be paid out in RSUs instead of cash. 
  
  Based on an assessment of the overall management team and Company performance achievement relative to financial metrics, 
  a bonus pool is formed, based on a percentage of each employee’s annual base salary, for allocating awards relative to the 
  individual performance category. The Managing Director recommends to the Remuneration and Nominations Committee the 
  allocation of such awards for Key Management Personnel other than himself. The Remuneration and Nominations Committee 
  determines the allocation of the Managing Director’s individual performance bonus, along with any adjustments (either positive 
  or negative) to the recommendations made by the Managing Director for other Key Management Personnel. 