CLB 2019 Proxy Statement

28 Company’s performance at the end of a year, on a year-over-year basis, has declined, it may award as little as zero (0) bonus for this metric. 2018 Results For 2018, our performance results were as follows: Metric Weighting Ranking Score Revenue 25% 60 th percentile 15.00 Operating Margin 25% 70 th percentile 17.50 EPS 25% 50 th percentile 12.50 Sub-Total Relative Score 45.00 Absolute Performance 25% 25.00 Total Score 70.00 Based on the financial performance results and individual achievements, the Compensation Committee approved the annual incentive awards for 2018 as shown in the next table. The decision whether these earned 2018 cash incentive bonuses will be paid shall be at the discretion of the Chairman of the Supervisory Board. Award Percentages Award Payouts ($) Name of Executive Target Maximum Actual (1) Target Maximum Actual (1) David M. Demshur 110% 220% 154% 1,109,750 2,219,499 1,553,649 Lawrence Bruno 75% 150% 105% 318,750 637,500 446,250 Christopher S. Hill N/A N/A N/A N/A N/A N/A Richard L. Bergmark 75% 150% 105% 404,700 809,400 566,580 Monty L. Davis 75% 150% 105% 404,700 809,400 566,580 (1) Award percentages are calculated as a percent of salary; payouts under the Company's annual cash incentive compensation for 2018 performance were awarded at 70% of the maximum. See the section entitled "--2018 Results" below for additional details regarding 2018 performance. Thus, the numbers in this column reflect 70% of the award amount percentage between the Target and the Maximum. Equity Incentive Compensation We currently administer long-term incentive compensation awards through our LTIP. Under the LTIP, our NEOs are eligible for performance-based restricted shares. Our Compensation Committee, based on recommendations from our CEO (other than with respect to awards for himself), determines the amount of each NEO's grant by periodically reviewing competitive market data and each NEO's long-term past performance, ability to contribute to our future success, and time in the current job. The Compensation Committee considers the risk of losing the executive to other employment opportunities and the value and potential for appreciation in our shares. The number of shares previously granted or vested pursuant to prior grants is not typically a factor in determining subsequent share grants to anNEO. The CompensationCommittee considers the foregoing factors together and determines the appropriatemagnitude of the award. The Compensation Committee shall set a minimum vesting period for any time-based vesting Award at three (3) years and a minimum vesting period for any performance-based vesting Award at one (1) year; however, such vesting schedules may be designed to vest in installments if an Award is for longer than the minimum periods, but the Award may not vest in installments shorter than one (1) year. Performance Share Award Program ("PSAP") PSAP shares vest if we achieve certain performance goals generally over a three-year period, which allow us to compensate our employees as we meet or exceed our business objectives.