CLB 2019 Proxy Statement

26 Selecting the Peer Group The Compensation Committee, with the assistance of Pearl Meyer, developed a peer group of companies to be used for compensation comparison purposes. The peer group consists of publicly traded oilfield services companies comparable in size to our company in terms of annual revenues and the value of ongoing operations. The following companies comprise our compensation peer group for NEO compensation for 2018: Baker Hughes, a GE Company Fugro NV RPC, Inc. CARBO Ceramics, Inc. Helix Energy Solutions Group, Inc. Superior Energy Services, Inc. Dril-Quip, Inc. Nabors Industries Ltd Technip FMC plc Ensco plc Oceaneering International, Inc. Weatherford International plc Forum Energy Technologies, Inc. Oil States International, Inc. Wood Group (John) plc Franks International N.V. In addition, the Compensation Committee reviewed the incentive trends at the following company of interest which was not included in our group for compensation comparisons due to relative financial size considerations: Schlumberger, Ltd. The Compensation Committee also periodically reviews the composition of our compensation peer group, the compensation paid at these companies, as well as their corporate performance, and other factors in determining the appropriate compensation levels for our NEOs. 2018 Compensation Program Details Base Salary Base salary is the fixed annual compensation we pay to an executive for performing specific job responsibilities. It represents the minimum income an executive may receive in any given year. We target annual base salaries to result in annual salaries in the normal market range of our peer group for executives having similar responsibilities. The Compensation Committee may adjust salaries based on its annual review of the following factors: • the individual's experience and background; • the individual's performance during the prior year; • the benchmark salary data; • the general movement of salaries in the marketplace; and • our financial and operating results. As a result of these factors, a particular executive's base salary may be above or below the median of our peer group at any point in time. The table below shows base salaries for each of our NEOs for the years ending December 31, 2018 and 2017 (for executives that were also NEOs during the 2017 year). It also shows their base salaries that were approved by the Compensation Committee for 2019. Name of Executive 2019 ($) 2018 ($) 2017 ($) David M. Demshur 1,040,000 1,008,863 979,479 Lawrence Bruno 531,000 425,000 — Christopher S. Hill 365,000 335,000 — Richard L. Bergmark — 539,600 523,881 Monty L. Davis — 539,600 523,881 Annual Cash Incentives All our NEOs participate in our annual cash incentive plan. Under this plan, each NEO is assigned a target and a maximum bonus expressed as a percentage of his base salary. The target bonus percentage and maximum bonus percentage for each of our NEOs for 2018 is set forth in the table below. Target and maximum opportunities for Messrs. Demshur, Bergmark and Davis were unchanged from 2017.