CNX’s commitment to strong corporate governance is embedded in our employee compensation program, which aligns pay with performance across the entire company. Our compensation philosophy includes competitive base salaries, annual bonuses (STIC) to align and motivate employees around near-term company targets, and a long-term incentive plan (LTIC) that focuses management on strategic multi-year delivery and long-term value creation through share-based awards—including restricted stock units (RSUs) and performance share units (PSUs) as illustrated on the right. Annual bonus metrics are rigorously vetted and reflect the building blocks that support long-term value creation. Our corporate scorecard incorporates ESG metrics, ensuring alignment between the Board’s priorities and company performance. Strong safety and environmental performance are critical to CNX leadership, management, and—as our ongoing stakeholder dialogue reveals—to our investors and other stakeholders as well.

Annual methane intensity reduction goals have been included in the LTIC program since 2021, explicitly linking pay to ESG performance. Details of our compensation structure, including performance-based “ESG Units,” are outlined in more detail in CNX’s proxy filing. See more here. The strength of our team and their commitment to innovation and continuous improvement gives us confidence that we can achieve ESG milestones by focusing on efficiencies and utilizing new technology.