Indonesia Baroid VPE Structure - 1811 PDF

Effective Date
1-Nov-18 Baroid Amendment 3
Prepared by Expiration Date

Global Compensation Indonesia Baroid VPE Structure Page 1 of 13
31-Dec-99
Purpose | Scope | Eligibility | Rewards | Administration | Governance

| Definitions | References | Plan Approvals
Purpose
Halliburton Energy Services, Inc. (hereinafter referred to as HES) believes its employees are the driving
force and strive to pay competitively in order to attract and retain employees within each geo-market. The
purpose of this pay plan is to establish a standard format and guidelines to pay competitive field related
bonuses to eligible employees in relation to the effort, commitment and value of the work performed while
able to be responsive to market condition and business performance. In support of this, management has
approved the Indonesia Baroid VPE Structure (hereinafter referred as the PAY PLAN) for
HALLIBURTON eligible employee(s), as defined herein.
Scope
The guidelines contained in this pay plan are applicable only to:
1. Geo-market: Indonesia; Currency: IDR
2. PSL: Baroid
3. Otherwise specified, all bonuses shall be applicable to employees classified as Employee Group
“1”, K”, “6” (Regular employee, Expat-ShortTerm/Dev and Temporary Employee) holding
one of the job classifications listed in this pay plan.
This record for the PAY PLAN will begin on November 1, 2018 and is indefinite.
Eligibility
Unless otherwise required by local employment law, employees must meet the following criteria to participate
in the Plans
1. Active, full-time employees on the first day of the Plan Period AND
2. Classified in one of the Jobs defined in the table below:
F-20150615 Company Confidential

Effective Date

31-Dec-99

Eligibility for Field Bonus:
Job Code Job Title SAP Job Key

BD08-ESG Field Service Rep – Fluid Perf I 44999968
BD09-ESG Field Service Rep – Fluids Perf II 44999969
BD10-ESG Field Service Rep – Fluids Perf III 44999970
BD01-ESG Field Professional, I 44999964
BD52-ESG AFO Monitoring Specialist, Sr. 54206310
BD02-ESG Field Professional, II 44999965
BD53-ESG AFO Monitoring Specialist 54206311
BF01-ESG Operator Asst I-Filtration 44999985
BS01-ESG Operator Asst I-Separation Solutions 44999992
BF02-ESG Operator Asst II-Filtration 44999986
BS02-ESG Operator Asst II-Separation Solutions 44999993
BF03-ESG Svc Operator I-Filtration 44999987
BS03-ESG Svc Operator I-Separation Solutions 44999994
BF04-ESG Svc Operator II-Filtration 44999988
BS04-ESG Svc Operator II-Separation Solutions 44999995
BF08-ESG Svc Supv I-Filtration 44999989
BS08-ESG Svc Supv I- Separation Solutions 44999996
BF09-ESG Svc Supv II-Filtration 44999990
BS09-ESG Svc Supv II-Separation Solutions 44999997
BF10-ESG Svc Supv III-Filtration 44999991
BS10-ESG Svc Supv III-Separation Solutions 44999998
Requests to add additional job titles must be submitted to Halliburton Global Compensation for the
appropriate review and executive approval prior to implementation. All changes/amendments to the plan
will require approval from the relevant approvers (please refer to BP4-16143 for details). Additional
executive approvals may be required where necessary.
Employees hired, promoted or transferred to eligible positions will be eligible beginning on the date of the
employee’s hire, promotion or transfer. ELIGIBLE EMPLOYEES promoted, transferred or demoted to
ineligible positions during a PAY PLAN period will not be eligible to receive a payment starting from the
date in which they were reassigned.
ELIGIBLE EMPLOYEES in jobs listed above must continue to perform all job duties at a level
acceptable to their immediate supervisor to be eligible to participate in the PAY PLAN.

Effective Date

31-Dec-99

Reward Program
The bonus payment comprises the following components:
A. Base Salary – Fluids
B. Operating Day Rate
C. Non-Wellsite Day Rate
D. Extended Utilization Bonus
A. BASE SALARY
1. Base salaries for Baroid Fluids Performance field employees working at the wellsite or working in the
field are kept current with competitive market rates.
2. Variable Paid Employees (VPE) are ineligible for annual Focal Point increase.
Table 1: Base Salary - Fluids Performance

Annual Base Salary
Control
Position Job Code (IDR)
Point
Min Mid Max
Field Service Rep – Fluid Perf I BD08-ESG VPE-ESG 47,852,352 78,964,277 110,076,202
Field Service Rep – Fluids Perf II BD09-ESG VPE-ESG 72,965,975 120,405,899 167,845,823
Field Service Rep – Fluids Perf III BD10-ESG VPE-ESG 108,472,068 178,996,812 249,521,557
Field Professional I BD01-ESG VPE-ESG 155,818,431 257,126,124 358,433,817
AFO Monitoring Specialist BD53-ESG VPE-ESG 155,818,431 257,126,124 358,433,817
Field Professional II BD02-ESG VPE-ESG 221,858,665 366,103,407 510,348,150
AFO Monitoring Specialist, Sr BD52-ESG VPE-ESG 221,858,665 366,103,407 510,348,150
Tech Advisor-Field BD31-ESG VPE-ESG 249,590,998 411,866,333 574,141,669
B. OPERATING DAY RATE
1. Operating Day Rate (ODR) is payable to eligible employees for days performing direct revenue-
generating services at wellsite as required by the Company.
2. Operating Day Rate for eligible Fluids Performance and Separation Solutions employees are paid the
established rates shown in Table 2 and Table 3 respectively according to their current job designation.
3. Bonus day rates will be paid to Field Service Personnel for days invoiced to our customers. Eligible
jobs will receive ½ day rate for days when the customer pays a prorated invoice of less than 12 hours
service at the start or end of the job. A full day rate shall be paid on all pro-rated jobs where the
customer pays 12 hours or more on any calendar day.

Effective Date

31-Dec-99

Table 2 – Operating Day Rate – Fluids Performance

Day Rate
Position Job Code Control Point (IDR)
Field Service Rep – Fluid Perf I BD08-ESG VPE-ESG 472,500
Field Service Rep – Fluids Perf II BD09-ESG VPE-ESG 929,475
Field Service Rep – Fluids Perf III BD10-ESG VPE-ESG 1,445,850
Field Professional I BD01-ESG VPE-ESG 1,458,000
AFO Monitoring Specialist BD53-ESG VPE-ESG 1,458,000
Field Professional II BD02-ESG VPE-ESG 1,458,000
AFO Monitoring Specialist, Sr BD52-ESG VPE-ESG 1,458,000
Table 3: Operating Day Rate – Separation Solutions

Day Rate / Fixed OT
Position Job Code Control Point
(IDR)
Operator Asst I-Filtration BF01-ESG B2-ESG
72,000
Operator Asst I-Separation Solutions BS01-ESG B2-ESG
Operator Asst II-Filtration BF02-ESG B3-ESG
95,000
Operator Asst II-Separation Solutions BS02-ESG B3-ESG
Svc Operator I-Filtration BF03-ESG C1-ESG
127,000
Svc Operator I-Separation Solution BS03-ESG C1-ESG
Svc Operator II-Filtration BF04-ESG C2-ESG
170,000
Svc Operator II-Separation Solutions BS04-ESG C2-ESG
Svc Supv I-Filtration BF08-ESG D2-ESG
225,000
Svc Supv I-Separation Solutions BS08-ESG D2-ESG
Svc Supv II-Filtration BF09-ESG E2-ESG
474,525
Svc Supv II-Separation Solutions BS09-ESG E2-ESG
Svc Supv III-Filtration BF10-ESG F2-ESG
589,950
Svc Supv III-Separation Solutions BS10-ESG F2-ESG
C. Non-Wellsite Day Rate
1. Non-Wellsite Day Rate will be paid as a percentage of Operating Day Rate for activities not
associated with the field, such as lab, liquid mud plant, etc.
2. If the employees are based in the field on rotational schedule, non-wellsite day rate will apply for the
days the employees are assigned to non-wellsite work temporarily.
3. If the employees are based in lab or liquid mud plant, non-wellsite rates will only apply if the
employee is required to be on rotational schedule with regular work hours of 12 or more. This bonus
will replace OT. If lab or LMP based employees are working regular 8X5 schedule, no bonus shall
apply but employees can claim OT whenever meeting OT eligibility.
4. Non-wellsite work excludes any types of classroom training.
5. This bonus must be requested and approved by supervisor to qualify for payment.

Effective Date

31-Dec-99

Table 4: Non-Wellsite Day Rate

Non-Wellsite Day Rate
Control
Position Job Code (IDR)
Point
4 < Hours < = 8 Hours > 8
Field Service Rep – Fluids Perf I BD08-ESG VPE-ESG
Field Service Rep – Fluids Perf II BD09-ESG VPE-ESG
Field Service Rep – Fluids perf III BD10-ESG VPE-ESG
Field Professional I BD01-ESG VPE-ESG
AFO Monitoring Specialist BD53-ESG VPE-ESG
Field Professional II BD02-ESG VPE-ESG
AFO Monitoring Specialist, Sr BD52-ESG VPE-ESG
Operator Asst I-Filtration BF01-ESG B2-ESG
Operator Asst I-Separation Solutions BS01-ESG B2-ESG
Operator Asst II-Filtration BF02-ESG B3-ESG
Operator Asst II-Separation Solutions BS02-ESG B3-ESG 25% 50%
Svc Operator I-Filtration BF03-ESG C1-ESG
Svc Operator I-Separation Solution BS03-ESG C1-ESG
Svc Operator II-Filtration BF04-ESG C2-ESG
Svc Operator II-Separation Solutions BS04-ESG C2-ESG
Svc Supv I-Filtration BF08-ESG D2-ESG
Svc Supv I-Separation Solutions BS08-ESG D2-ESG
Svc Supv II-Filtration BF09-ESG E2-ESG
Svc Supv II-Separation Solutions BS09-ESG E2-ESG
Svc Supv III-Filtration BF10-ESG F2-ESG
Svc Supv III-Separation Solutions BS10-ESG F2-ESG
D. EXTENDED UTILIZATION BONUS
1. The Extended Utilization Bonus is intended to compensate personnel who are required to work
beyond a normal work schedule as defined by local practice or company policy. Field employees who
work over 28 consecutive days in the field will be eligible to claim the Extended Utilization Bonus from
29th day onwards.
2. The bonus is calculated as 1.5x the applicable bonus rate and is paid in lieu of, not in addition to, the
applicable bonus rate. Extended duty time must be approved by Country prior to the start of the
extended utilization starts.
3. Days that are eligible for such bonus are referred to days on which the employee is utilized in a
scheduled working capacity. For example, days spent travelling to or from a work location are not
eligible for the bonus, unless the days are those in which the employee travelled as well as worked in
as scheduled capacity (this determination is left to the discretion of the employee’s manager).

Effective Date

31-Dec-99

OTHER TERMS OF BONUS PAYMENT
1. Travel day
Travel Days are ineligible for any bonus unless the Employee ends up working part of the day in a
scheduled utilized capacity (as determined by Employee’s Manager).
2. Overtime
OT Eligible employees claiming ODR cannot claim Overtime for the same day.
3. Vacation
Employees on regular/defined rotation schedule with guaranteed time-off (field break) are not eligible
for Vacation.
4. International Short Term Assignment (ISTA):

ISTA applied to regular employees who are asked to travel and work outside their home country for a
Foreign Location for no more than 12 months and whose assignment costs are allocated to the Host
Country or to an approved project budget.
a. When required to work outside of the country, the following ISTA allowances will apply:
Field Bonus: Relevant field bonus will be payable to employees working at the wellsite.
ISTA Premium is paid up to 15% of the Assignee’s Base Salary for the days at the assignment
location or capped at USD40/day.
Area Premium: Host Country Area Premium is paid for each day assignee is in the Host Country.
The Total Area Premium is the combined Hardship, Risk, and Location factors listed in the
Company’s Area Premium Tables.
The Area Premium is calculated as: (Annual Base Salary / 365) x area premiums % x days at
host location)
Meal Per Diem: Employees on Assignment are eligible to claim Meal Per Diems as outlined
in the table for International Locations. Claims must be submitted in accordance with
Company Business Practice 4-11302 (Per Diems). Per Diems cannot be claimed or
approved for days where the Employee is provided meals at no charge. If some but not all of
the Employee’s meals are provided at no charge on a given day, the Employee’s manager has
the discretion to approve a fractional (1/3rd or 2/3rd) per diem amount for that day.
b. Please refer to International Short Term Assignments (ISTA) business practice # 4-11303 for
further details.
5. International Commuter
If an employee is required to work outside his or her Country of Origin on a rotational schedule under
International Commuter Assignment agreement, please refer to the International Commuter
Assignment Business Practice and Premium Guidelines.
6. In the event of any disputes the final decision will be taking by the Country PSL Manager.

Effective Date

31-Dec-99

Administration
How the plan is administered: All bonuses claims must be approved by the employees’ managers .
Bonuses are claimed on a monthly basis, and must be submitted to Finance on or prior to the 5th
day of the following month. All approved bonuses are paid on month in arrears. For example, a claim
submitted for the month of March will typically be paid during the next normal payroll processing
cycle in April, if the claim is approved and submitted in a timely manner.
Absence of field service ticket will lead to forfeiture of bonus payout. Employees must ensure Time
and/or bonus sheets accurately reflect work time, location and the number of work day at each
location with submission of all paperwork. The plan will supersede any existing field bonuses, day
rate or wellsite bonus for the PSL.
Payout Wage Type:

Bonus Type Wage Type Code Wage Type Text
ODR – Fluids Performance 6802 ODR – Baroid
ODR – Separation Solutions 6915 ODR – Baroid SSG
4 < Non-wellsite Hrs <=8 6914 Non Well actv – Baroid
Non-wellsite Hrs > 8 6917 Non Well actv > 8 hrs Bar
Extended Utilization Bonus 6912 EXTD. ODR-Baroid
Tax withholding: All payments resulting from this PAY PLAN will be taxed as required by law.
Additional Criteria and Guidelines (e.g. HSE)
Unsatisfactory Work Performance (HSE)
a. Any recorded HSE incident will disqualify employee from earning any bonus on that day.
b. Any recorded SQ issue will disqualify employee from earning any bonus on that day.
c. All bonus payments shall be subjected to employee meeting the HSE and Service Quality
requirements of the company. Any breach of these requirements may cause forfeiture of the
bonus entitlement earned for the assigned job/project/location/hitch/rotation. The decision to
omit payment of bonus caused by employees’ unsafe HSE/ poor Service Quality practices,
or violations, will be determined by the country management and HSE teams. Examples of
the ESG’s HSE requirements are, but not limited to, compulsory attendance of tools box or
pre-job meetings, using correct PPE, following Company LOTO processes, permit-to-work
observance, violating standard operation procedures (like HMS, Field Operation Manual
(FOM), OEB/NOMEM, work method/alert, and other official instruction/best practice from
operation management), driving policies, drug and alcohol policies, waste management, and
etc HSE policies established by the ESG.
d. Approval for bonus payments shall be subject to completion of end job reports related to the
job, and closeout of any issues related to the job. Should the cause of the poor performance
be due to employee’s actions which is within his/her control (whether full of partial), bonus
payment may be forfeited in full or partial depending on severity. Decision on the amount of
payment shall be made by the Service Coordinator and Operations Manager.

Effective Date

31-Dec-99

Governance
Status as a Participant or Beneficiary

ELIGIBLE EMPLOYEE(S) on the PAY PLAN are not eligible to participate in any other Company
Performance Pay Plans simultaneously. (The MVP Program is the only exception). Neither status as a
Participant or Beneficiary shall be construed as a commitment that any Reward will be paid or payable
under the Plan.
Employment
Nothing contained in the Plan or in any document related to the Plan or to any Reward shall confer upon
any Participant any right to continue as an employee of the Company or constitute any contract or
agreement of employment for a specific term or interfere in any way with the right of the Company to
reduce such person’s compensation, to change the position held by such person or to terminate the
employment of such person, with or without cause.
Non-transferability
No benefit payable under, or interest in, this Plan shall be subject to any manner to anticipation,
alienation, sale, transfer, assignment, pledge, encumbrance or charge and any such attempted action
shall be void and no such benefit or interest shall be, in any manner, liable for, or subject to, debts,
contracts, liabilities or torts of any Participant or Beneficiary; provided however, that, nothing in this
section 8.3 shall prevent transfer (i) by will, (ii) by applicable laws of descent and distribution or (iii)
pursuant to an order that satisfies the requirements for a “qualified domestic relations order” as such
term is defined in section 206(d)(3)(B) of ERISA and section 414(p)(1)(A) of the Code, including an
order that requires distributions to an alternate payee prior to a Participant’s “earliest retirement age” as
such term is defined in section 206(d)(3)(E)(ii) of ERISA and section 414(p)(4)(B) of the Code. Any
attempt at transfer, assignment or other alienation prohibited by the preceding sentence shall be
disregarded and all amounts payable hereunder shall be paid only in accordance with the provisions of
the Plan.
Nature of Plan
No Participant, Beneficiary or other person shall have any right, title or interest in any fund or in any
specific asset of the Company by reason of any Reward hereunder. There shall be no funding of any
benefits which may become payable hereunder. Nothing contained in the Plan (or in any document
related thereto), nor the creation or adoption of the Plan, nor any action taken pursuant to the provisions
of the Plan shall create, or be construed to create, a trust of any kind or a fiduciary relationship between
the Company and any Participant, Beneficiary or other person. To the extent that a Participant,
Beneficiary or other person acquires a right to receive payment with respect to a Reward hereunder,
such right shall be no greater than the right of any unsecured general creditor of the Company or other
employing entity, as applicable. All amounts payable under the Plan shall be paid from the general
assets of the Company or employing entity, as applicable, and no special or separate fund or deposit
shall be established and no segregation of assets shall be made to assure payment of such amounts.
Any payments made under the PAY PLAN are independent and separate to any other benefit to
which the employee may receive under statute, contract, or company policy. Nothing in the Plan shall be
deemed to give any employee any right to participate in the Plan except in accordance herewith.

Effective Date

31-Dec-99

Interpretation of Plan
The Region Manager, PSL is authorized to construe and interpret the Plan, and the Region Manager of
PSL is authorized to prescribe, amend and rescind rules, regulations and procedures relating to its
administration and to make all other determinations necessary or advisable for administration of the
Plan. The Chairman, President and CEO of Halliburton, or designee, is the final authority in all
matters concerning the PAY PLAN and reserves the right to modify, revoke or suspend the PAY
PLAN in whole, or in part, at its sole discretion without notice.
Approval, amendment and termination

Notwithstanding anything herein to the contrary, the Company may, at any time, terminate or, from time
to time amend, modify or suspend the Plan; provided, however, that, without the prior consent of the
Participants affected, no such action may adversely affect any rights or obligations with respect to any
Rewards theretofore earned for a particular Plan Year whether or not the amounts of such Rewards
have been computed and whether or not such Rewards are then payable.
The Company reserves the right to interpret the terms of the document as well as amend the rates and
conditions at its discretion at any time upon giving due notice to employees. Plan will be reviewed
regularly by global compensation team on a need-by basis to verify its validity in the geo-market.
Disputes
Participation in the PAY PLAN constitutes consent by the ELIGIBLE EMPLOYEE(S) to be bound by
the terms and conditions of the Halliburton Dispute Resolution Program which requires that all disputes
arising out of or in any way related to employment with the Company or its Affiliates, including any
disputes concerning the PAY PLAN be resolved exclusively by final and binding arbitration under the
Convention on the Recognition and Enforcement of Foreign Arbitral Awards and/or the Federal
Arbitration Act.

Effective Date

31-Dec-99

Definitions
Affiliate shall mean a Subsidiary of the Company or a division or designated group of the Company or a
Subsidiary.
Base Salary shall mean the annualized rate of pay of a Participant as in effect on plan effective date,
including base pay a Participant could have received in cash in lieu of (i) contributions made on such
Participant’s behalf to a qualified Plan maintained by the Company or to any cafeteria plan under Section
125 of the Code maintained by the Company and (ii) deferrals of compensation made at the Participant’s
election pursuant to a plan or arrangement of the Company or an Affiliate, but excluding any Rewards
under this Plan or any other bonuses, incentive pay or special awards.
Beneficiary shall mean the person, persons, trust or trusts entitled by will or the laws of descent and
distribution to receive the benefits specified under the Plan in the event of the Participant’s death prior to
full payment of a Reward.
Cause shall mean (i) the conviction of the Participant of a felony under Federal law or the law of the state
in which action occurred, (ii) dishonesty in course of fulfilling the Participant’s employment duties or (iii)
the disclosure by the Participant to any unauthorized person or competitor of any confidential information
or confidential knowledge as to the business or affairs of the Company and its Affiliates.
Company shall mean Halliburton Energy Services, Inc., its affiliates and successors.
Dispute Resolution Program shall mean the Halliburton Dispute Resolution Program.
Eligible Employee shall mean an active, full-time employee who meets the eligibility criteria set forth in
the eligibility section.
Employee Group shall mean a general classification representing different types of employees and non-
employees in an organization that cross all company code boundaries and is not tied to a specific
company code, personnel area, or sub-area. Accuracy of this data element is very important for the
consistent treatment of people when processing through the system either for HR, payroll, benefits, or
other system requirements.
Field Bonus shall mean a fixed rate Day Rate Premium for each day the employee performs a service at
a job site that directly generates revenue for Halliburton.
Gross Pay/Amount shall mean the total of an employee's regular remuneration including allowances,
overtime pay, commissions, and bonuses, and any other amounts, before any deductions are made.
Halliburton shall mean Halliburton Company, a Delaware corporation, only and not any of its divisions or
subsidiaries.
Infotype shall mean a screen in SAP which contains a group of related data elements identified in a
single group relative to the employee's relationship to the organization such as IT 0001.
Job Bonus shall mean a monetary payment earned upon completion of a job in addition to base pay.

Effective Date

31-Dec-99

Job Code shall mean A code assigned to the job classification.
Meal Per Diem shall mean a daily allowance to cover meal expenses; each Meal Per Diem covers all
meals for that day (breakfast, lunch, and dinner).
Nonstandard Base Pay Structure shall mean a pay structure that is developed for Company jobs that
are not eligible for the Focal Point process.
Nonstandard Employee Compensation/Payment shall mean employee compensation that does not
meet the definition of Standard Employee Compensation. As a general guideline, Nonstandard Employee
Compensation is any payments or gifts (in cash or in kind) to employees that is (1) extraordinary and
outside the normal course of business or (2) not made pursuant an established policy or program. Unless
expressly provided for in corporate policy, loans to employees are Nonstandard Employee
Compensation; however, loans to Section 16 officers of the Company are always prohibited. To resolve
questions regarding what qualifies as Nonstandard Employee Compensation, contact the Human
Resources or Payroll representative.
Participant shall mean any Eligible Employee who participates in the Plan pursuant to the provisions of
the Plan.
PAY PLAN shall mean approved document providing guidelines for establishing and administering
employee pay.
Payment Date shall mean, with respect to a particular Plan period, the date payment is actually made
following the end of the applicable Plan period, but no later than the last business day of Quarter following
the end of such Plan period, or as soon as administratively practicable thereafter.
PRL (Professional Resources LTD) shall mean a Global Employment Company for Halliburton
(Company code 6130). PRL offers International Assignment management, payroll services, health and
welfare plans, and retirement and savings plans to any Assignee whose Country of Origin is not classified
as a Home Country. The Assignee is considered an employee of PRL for the duration of the Assignment.
PSL shall mean Product Service Line within a Halliburton Division. A PSL is not a separate company or
legal entity, nor is it an unincorporated operating division of a company, nor is a PSL a “business unit.” A
PSL is analogous to a department within a company like the Accounting, Procurement, or Tax
departments.
Regular Employee shall mean an employee hired for an indefinite period who regularly works the
equivalent of 40 or more hours per week.
Subsidiary shall mean any corporation 50 percent or more of whose voting power is owned, directly or
indirectly, by the Company.
Variable Pay shall mean compensation that is contingent on discretion, performance results, or specific
types of work performed, such as field work at a customer’s wellsite.
Wage Type shall mean a coding system used to define a type of payment or deduction on a pay
statement.

Effective Date

31-Dec-99

References
Business Practices: Select all that apply
BP4-16143 Employee Pay

BP4-11302 Per Diems
BP4-44092 Nonstandard Employee Compensation
BP4-44096 Job Bonus Payments – Customer Funded
BP4-44158 Employee Action Approval Thresholds
BP4-44176 Sign-On Bonus
BP4-44177 Employee Referral Program
BP4-11065 HSE Metrics in Company-Funded Incentive Plans-U.S.
Related Plans: If this is an amendment, include the link for the original plan document.
Indonesia Baroid VPE Structure_1705

Effective Date

31-Dec-99

Plan Approvals
Date Approved
Name Position
1 Ahmed Helmy Sr. Area Manager, Indonesia 10/04/2018
2 Miguel Gonzalez Sr. Regional Manager, Baroid, MENAAP 10/04/2018
3 Nabeel Ahmed Sr. Regional HRBP Manager, MENAAP 10/04/2018
4 Sid Whyte Region Vice President, APAC 10/04/2018
5 Ryan Ezell Vice President, Baroid 10/09/2018
6 Tracy Josefovsky Sr. HR Director, Global Business Lines 10/10/2018
7 Toby Dixon Sr. Vice President, Drilling and Evaluation 10/10/2018
8 Kirt Adams Sr. Director, Total Rewards 10/10/2018

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Effective Date

1-Nov-18 Baroid Amendment 3

Prepared by Expiration Date

Purpose | Scope | Eligibility | Rewards | Administration | Governance

F-20150615 Company Confidential

Prepared by Expiration Date

Purpose | Scope | Eligibility | Rewards | Administration | Governance

Eligibility for Field Bonus:

Job Code Job Title SAP Job Key

F-20150615 Company Confidential

Prepared by Expiration Date

Purpose | Scope | Eligibility | Rewards | Administration | Governance

Table 1: Base Salary - Fluids Performance

B. OPERATING DAY RATE

F-20150615 Company Confidential

Prepared by Expiration Date

Purpose | Scope | Eligibility | Rewards | Administration | Governance

Table 2 – Operating Day Rate – Fluids Performance

Table 3: Operating Day Rate – Separation Solutions

C. Non-Wellsite Day Rate

4. Non-wellsite work excludes any types of classroom training.

F-20150615 Company Confidential

Prepared by Expiration Date

Purpose | Scope | Eligibility | Rewards | Administration | Governance

Table 4: Non-Wellsite Day Rate

D. EXTENDED UTILIZATION BONUS

F-20150615 Company Confidential

Prepared by Expiration Date

Purpose | Scope | Eligibility | Rewards | Administration | Governance

OTHER TERMS OF BONUS PAYMENT

4. International Short Term Assignment (ISTA):

F-20150615 Company Confidential

Prepared by Expiration Date

Purpose | Scope | Eligibility | Rewards | Administration | Governance

Payout Wage Type:

Additional Criteria and Guidelines (e.g. HSE)

Unsatisfactory Work Performance (HSE)

F-20150615 Company Confidential

Prepared by Expiration Date

Purpose | Scope | Eligibility | Rewards | Administration | Governance

Status as a Participant or Beneficiary

F-20150615 Company Confidential

Prepared by Expiration Date

Purpose | Scope | Eligibility | Rewards | Administration | Governance

Approval, amendment and termination

F-20150615 Company Confidential

Prepared by Expiration Date

Purpose | Scope | Eligibility | Rewards | Administration | Governance

F-20150615 Company Confidential

Prepared by Expiration Date

Purpose | Scope | Eligibility | Rewards | Administration | Governance

Job Code shall mean A code assigned to the job classification.

F-20150615 Company Confidential

Prepared by Expiration Date

Purpose | Scope | Eligibility | Rewards | Administration | Governance

Business Practices: Select all that apply

BP4-16143 Employee Pay

Indonesia Baroid VPE Structure_1705

F-20150615 Company Confidential

Prepared by Expiration Date

Purpose | Scope | Eligibility | Rewards | Administration | Governance

1 Ahmed Helmy Sr. Area Manager, Indonesia 10/04/2018

2 Miguel Gonzalez Sr. Regional Manager, Baroid, MENAAP 10/04/2018