Common use of Percentile for TSR purposes Clause in Contracts

Percentile for TSR purposes. Percentile = (n - r) * 100% (n - 1) where: n = number of Peer Group companies (including KBR) r = KBR ranking in the list of companies (including KBR) Example 1 Example 3 KBR ranked 8th out of 10 companies KBR ranked 7th out of 9 companies (10 - 8) * 100% = 22.2% (9 - 7) * 100% = 25.0% (10 - 1) (9 - 1) Example 2 Example 4 KBR ranked 4th out of 10 companies KBR ranked 3rd out of 8 companies (10 - 4) * 100% = 66.7% (8 - 3) * 100% = 71.4% (10 - 1) (8 - 1) Notwithstanding any of the foregoing or Part IV. of this Exhibit A, if you are a senior executive of the Company (as defined in Paragraph 4 of the Agreement) on the Grant Date and the Company’s average TSR (as determined pursuant US/INTERNATIONAL EMPLOYEE (EXHIBIT A) to Part II.A. of this Exhibit A) at the end of the Performance Period is negative (i.e., an index below 100), then no payment hereunder with respect to the TSR performance measure will exceed the Target (100%) payout under the TSR Peer Group Percentile and TSR Payout Table above; provided, however, that this sentence shall not apply if, pursuant to the first sentence of Paragraph 2(d) of the Agreement, your outstanding Performance Units become fully vested at the maximum earned percentage provided in Exhibit A (200%) upon a Double Trigger Event occurring during the Performance Period.

Percentile for TSR purposes. Percentile = (n - r) * 100% (n - 1) where: n = number of Peer Group companies (including KBR) r = KBR ranking in the list of companies (including KBR) Example 1 Example 3 KBR ranked 8th out of 10 companies KBR ranked 7th out of 9 companies (10 - 8) * 100% = 22.2% (9 - 7) * 100% = 25.0% (10 - 1) (9 - 1) Example 2 Example 4 KBR ranked 4th out of 10 companies KBR ranked 3rd out of 8 companies (10 - 4) * 100% = 66.7% (8 - 3) * 100% = 71.4% (10 - 1) (8 - 1) Notwithstanding any of the foregoing or Part IV. of this Exhibit A, if you are a senior executive of the Company (as defined in Paragraph 4 of the Agreement) on the Grant Date you are an employee of the Company or any employing Subsidiary of the Company who is either the CEO or US/INTERNATIONAL EMPLOYEE (EXHIBIT A) a direct report to the CEO and the Company’s average TSR (as determined pursuant US/INTERNATIONAL EMPLOYEE (EXHIBIT A) to Part II.A. of this Exhibit A) at the end of the Performance Period is negative (i.e., an index below 100), then no payment hereunder with respect to the TSR performance measure will exceed the Target (100%) payout under the TSR Peer Group Percentile and TSR Payout Table above; provided, however, that this sentence shall not apply if, pursuant to the first sentence of Paragraph 2(d) of the Agreement, your outstanding Performance Units become fully vested at the maximum earned percentage provided in Exhibit A (200%) upon a Double Trigger Event occurring during the Performance Period.

Percentile for TSR purposes. Percentile = (n - r) * 100% (n - 1) where: n = number of Peer Group companies (including KBR) r = KBR ranking in the list of companies (including KBR) Example 1 Example 3 KBR ranked 8th out of 10 companies KBR ranked 7th out of 9 companies (10 - 8) * 100% = 22.2% (9 - 7) * 100% = 25.0% (10 - 1) (9 - 1) Example 2 Example 4 KBR ranked 4th out of 10 companies KBR ranked 3rd out of 8 companies (10 - 4) * 100% = 66.7% (8 - 3) * 100% = 71.4% (10 - 1) (8 - 1) Notwithstanding any of the foregoing or Part IV. of this Exhibit A, if you are a senior executive of the Company (as defined in Paragraph 4 of the Agreement) on the Grant Date and the Company’s average TSR (as determined pursuant US/INTERNATIONAL EMPLOYEE (EXHIBIT A) to Part II.A. of this Exhibit A) at the end of the Performance US/INTERNATIONAL EMPLOYEE (EXHIBIT A) Period is negative (i.e., an index below 100), then no payment hereunder with respect to the TSR performance measure will exceed the Target (100%) payout under the TSR Peer Group Percentile and TSR Payout Table above; provided, however, that this sentence shall not apply if, pursuant to the first sentence of Paragraph 2(d) of the Agreement, your outstanding Performance Units become fully vested at the maximum earned percentage provided in Exhibit A (200%) upon a Double Trigger Event occurring during the Performance Period.

Percentile for TSR purposes. Percentile = (n - r) * 100% (n - 1) where: n = number of Peer Group companies (including KBR) r = KBR ranking in the list of companies (including KBR) Example 1 Example 3 KBR ranked 8th out of 10 12 companies KBR ranked 7th out of 9 13 companies (10 12 - 8) * 100% = 22.236.4% (9 13 - 7) * 100% = 25.050.0% (10 12 - 1) (9 13 - 1) Example 2 Example 4 KBR ranked 4th out of 10 11 companies KBR ranked 3rd 9th out of 8 13 companies (10 11 - 4) * 100% = 66.770.0% (8 13 - 39) * 100% = 71.433.3% (10 11 - 1) (8 13 - 1) US/INTERNATIONAL EMPLOYEE (EXHIBIT A) Notwithstanding any of the foregoing or Part IV. of this Exhibit A, if you are a senior executive of the Company (as defined in Paragraph 4 of the Agreement) on the Grant Date you are an employee of the Company or any employing Subsidiary of the Company who is either the CEO or a direct report to the CEO and the Company’s average TSR (as determined pursuant US/INTERNATIONAL EMPLOYEE (EXHIBIT A) to Part II.A. of this Exhibit A) at the end of the Performance Period is negative (i.e., an index below 100), then no payment hereunder with respect to the TSR performance measure will exceed the Target (100%) payout under the TSR Peer Group Percentile and TSR Payout Table above; provided, however, that this sentence shall not apply if, pursuant to the first sentence of Paragraph 2(d) of the Agreement, your outstanding Performance Units become fully vested at the maximum earned percentage provided in Exhibit A (200%) upon a Double Trigger Event occurring during the Performance Period.

Percentile for TSR purposes. Percentile = (n - r) * 100% (n - 1) where: n = number of Peer Group companies (including KBR) r = KBR ranking in the list of companies (including KBR) Example 1 Example 3 KBR ranked 8th out of 10 12 companies KBR ranked 7th out of 9 13 companies (10 12 - 8) * 100% = 22.236.4% (9 13 - 7) * 100% = 25.050.0% (10 12 - 1) (9 13 - 1) Example 2 Example 4 KBR ranked 4th out of 10 11 companies KBR ranked 3rd 9th out of 8 13 companies (10 11 - 4) * 100% = 66.770.0% (8 13 - 39) * 100% = 71.433.3% (10 11 - 1) (8 13 - 1) US/INTERNATIONAL EMPLOYEE (CASH ONLY) (EXHIBIT A) Notwithstanding any of the foregoing or Part IV. of this Exhibit A, if you are a senior executive of the Company (as defined in Paragraph 4 of the Agreement) on the Grant Date you are an employee of the Company or any employing Subsidiary of the Company who is either the CEO or a direct report to the CEO and the Company’s average TSR (as determined pursuant US/INTERNATIONAL EMPLOYEE (EXHIBIT A) to Part II.A. of this Exhibit A) at the end of the Performance Period is negative (i.e., an index below 100), then no payment hereunder with respect to the TSR performance measure will exceed the Target (100%) payout under the TSR Peer Group Percentile and TSR Payout Table above; provided, however, that this sentence shall not apply if, pursuant to the first sentence of Paragraph 2(d) of the Agreement, your outstanding Performance Units become fully vested at the maximum earned percentage provided in Exhibit A (200%) upon a Double Trigger Event occurring during the Performance Period.

Percentile for TSR purposes. Percentile = (n - r) * 100% (n - 1) where: n = number of Peer Group companies (including KBR) r = KBR ranking in the list of companies (including KBR) Example 1 Example 3 KBR ranked 8th 2nd out of 10 11 companies KBR ranked 7th out of 9 10 companies (10 11 - 8) 2) * 100% = 22.290.0% (9 10 - 7) * 100% = 25.033.3% (10 11 - 1) (9 10 - 1) Example 2 Example 4 KBR ranked 4th out of 10 11 companies KBR ranked 3rd 5th out of 8 9 companies (10 11 - 4) * 100% = 66.770.0% (8 9 - 35) * 100% = 71.450.0% (10 11 - 1) (8 9 - 1) US/INTERNATIONAL EMPLOYEE (CASH ONLY) (EXHIBIT A) Notwithstanding any of the foregoing or Part IV. of this Exhibit A, if you are a senior executive of the Company (as defined in Paragraph 4 of the Agreement) on the Grant Date you are an employee of the Company or any employing Subsidiary of the Company who is either the CEO or a direct report to the CEO and the Company’s average TSR (as determined pursuant US/INTERNATIONAL EMPLOYEE (EXHIBIT A) to Part II.A. of this Exhibit A) at the end of the Performance Period is negative (i.e., an index below 100), then no payment hereunder with respect to the TSR performance measure will exceed the Target (100%) payout under the TSR Peer Group Percentile and TSR Payout Table above; provided, however, that this sentence shall not apply if, pursuant to the first sentence of Paragraph 2(d) of the Agreement, your outstanding Performance Units become fully vested at the maximum earned percentage provided in Exhibit A (200%) upon a Double Trigger Event occurring during the Performance Period.

Percentile for TSR purposes. Percentile = (n - r) * 100% (n - 1) where: n = number of Peer Group companies (including KBR) r = KBR ranking in the list of companies (including KBR) Example 1 Example 3 KBR ranked 8th out of 10 companies KBR ranked 7th out of 9 companies (10 - 8) * 100% = 22.2% (9 - 7) * 100% = 25.0% (10 - 1) (9 - 1) Example 2 Example 4 KBR ranked 4th out of 10 companies KBR ranked 3rd out of 8 companies (10 - 4) * 100% = 66.7% (8 - 3) * 100% = 71.4% (10 - 1) (8 - 1) Notwithstanding any of the foregoing or Part IV. of this Exhibit A, if you are a senior executive of the Company (as defined in Paragraph 4 of the Agreement) on the Grant Date and the Company’s average TSR (as determined pursuant US/INTERNATIONAL EMPLOYEE (EXHIBIT A) average TSR (as determined pursuant to Part II.A. of this Exhibit A) at the end of the Performance Period is negative (i.e., an index below 100), then no payment hereunder with respect to the TSR performance measure will exceed the Target (100%) payout under the TSR Peer Group Percentile and TSR Payout Table above; provided, however, that this sentence shall not apply if, pursuant to the first sentence of Paragraph 2(d) of the Agreement, your outstanding Performance Units become fully vested at the maximum earned percentage provided in Exhibit A (200%) upon a Double Trigger Event occurring during the Performance Period.