{"url_path":"/sec/royl/10-k/2026/item-11","section_key":"item-11","section_title":"Item 11 Executive Compensation**","topic":"sec","document":{"doc_type":"10-K","doc_date":"2026-07-13","source_url":"https://www.sec.gov/Archives/edgar/data/1694617/0001185185-26-002897-index.html","accession_number":"0001185185-26-002897","cik":"0001694617","ticker":"ROYL","issuer_name":"Royale Energy, Inc.","edgar_url":"https://www.sec.gov/Archives/edgar/data/1694617/0001185185-26-002897-index.html","primary_entity_key":"0001694617","primary_entity_name":"Royale Energy, Inc."},"word_count":993,"has_tables":true,"body_markdown":"**Item 11 Executive Compensation**\n\n \n\nThe following table summarizes the compensation of the chief executive\nofficer, chief financial officer and the one other most highly compensated non-executive employee of Royale and its subsidiaries during\nthe past two years.\n\n \n\n**SUMMARY COMPENSATION TABLE**\n\n** **\n\n  \nYear \nSalary (3)  \nBonus  \nOption Awards  \nAll Other\nCompensation (1)  \nTotal \n\nJohnny Jordan (2)(3)(4) \n2025 \n$255,769  \n$-  \n$-  \n$7,673  \n$263,442 \n\n(CEO) \n2024 \n$255,769  \n$-  \n$-  \n$10,018  \n$265,787 \n\n  \n  \n    \n    \n    \n    \n   \n\nDonald Hosmer \n2025 \n$185,175  \n$42,500  \n$-  \n$27,930  \n$255,605 \n\n(Business Development) \n2024 \n$185,175  \n$81,080  \n$-  \n$27,930  \n$294,185 \n\n  \n  \n    \n    \n    \n    \n   \n\nRonald Lipnick \n2025 \n$184,154  \n$-  \n$-  \n$5,525  \n$189,679 \n\n(CFO) \n2024 \n$184,154  \n$-  \n$-  \n$5,525  \n$189,679 \n\n** ** \n\n(1)\nAll other compensation consists of matching contributions to the Company’s simple IRA plan, except for Donald H. Hosmer, who also received a $12,000 car allowance.\n\n \n\n(2)\nSalary represents either direct payroll or common stock paid in lieu of taking a cash salary.\n\n \n\n(3)\nMr. Jordan became CEO of the Company in January 2019. Mr. Jordan joined the Company as an officer on March 7, 2018.\n\n \n\n(4)\nThere was no compensation paid to Mr. Johnny Jordan for performance (Pay Versus Performance).\n\n \n\nIn 2025, Johnny Jordan received a salary of $255,769. He did not receive\nany bonus or option awards. His additional compensation amounted to $7,673, resulting in a total compensation of $263,442. In 2024, Johnny\nJordan received a salary of $255,769. He did not receive any bonus or option awards. His additional compensation amounted to $10,018,\nresulting in a total compensation of $265,787.\n\n \n\nFor 2025, Donald Hosmer’s salary was $185,175. He received a\nbonus of $42,500 but no option awards. His additional compensation was $27,930, resulting in a total compensation of $255,605. In 2024,\nDonald Hosmer’s salary was $185,175. He received a bonus of $81,080 but no option awards. His additional compensation was $27,930,\nresulting in a total compensation of $294,185.\n\n \n\nRonald Lipnick’s 2025 salary was $184,154. He received no option\nawards. His additional compensation was $5,525, resulting in a total compensation of $189,679. In 2024, his salary was $184,154. He received\nno option awards. His additional compensation was $5,525, resulting in a total compensation of $189,679.\n\n \n\n17\n\n[Table of Contents](#toc) \n\n \n\n**Stock Options and Equity Compensation; Outstanding Equity Awards\nat Fiscal Year End**\n\n \n\nNo unvested stock awards were outstanding at the end of 2025.\n\n \n\n**Compensation Committee Report**\n\n \n\nOur compensation committee has reviewed and discussed the following\nCompensation Discussion and Analysis with management and, based on its discussion and review, has recommended that the Compensation Discussion\nand Analysis be included in this annual report.\n\n \n\nMembers of the compensation committee:\n\n \n\nChris Parada, John Sullivan (Chair), and Jeff Kerns\n\n \n\nAll members of the compensation committee are independent members of\nthe board of directors.\n\n \n\n**Compensation Discussion and Analysis**\n\n \n\nOur executive compensation policy is designed to motivate, reward and\nretain the key executive talent necessary to achieve our business objectives and contribute to our long-term success. Our compensation\npolicy for our executive officers focuses primarily on determining appropriate salary levels and performance-based cash bonuses.\n\n \n\nThe elements of executive compensation at Royale consist mainly of\ncash salary and, if appropriate, a cash bonus at yearend. The compensation committee makes recommendations to the board of directors annually\non the compensation of the three top executives: Johnny Jordan, Chief Executive Officer, Donald H. Hosmer, Business Development, and Ronald\nLipnick, Chief Financial Officer*.*\n\n \n\nRoyale also does not provide extensive personal benefits to its executives\nbeyond those benefits, such as health insurance, that are provided to all employees. Donald Hosmer receives an annual car allowance.\n\n \n\nPolicy\n\n \n\nThe compensation committee’s primary responsibility is making\nrecommendations to the board of directors relating to compensation of our officers. The committee also makes recommendations to the board\nof directors regarding employee benefits, our defined benefit plans, defined contribution plans, and stock-based plans.\n\n \n\nDetermination\n\n \n\nTo determine executive compensation, the committee, from time-to-time,\nmeets with our officers to review our compensation programs, discuss the performance of the Company, the duties and responsibilities of\neach of the officers pay levels and business results compared to others similarly situated within the industry. The committee then makes\nrecommendations to the board of directors for any adjustment to the officers’ compensation levels. The committee does not employ\ncompensation consultants to make recommendations on executive compensation.\n\n \n\nCompensation Elements\n\n \n\n*Base.* Base salaries for our executive officers are established\nbased on the scope of their responsibilities, taking into account competitive market compensation paid by our peers. Base salaries are\nreviewed annually. The salaries we paid to our most highly paid executive officers and next most highly compensated non-executive officer\nfor the last three years are set forth in the Summary Compensation Table included under *Executive Compensation*.\n\n \n\n*Bonus*. The compensation committee meets annually to determine\nthe quantity, if any, of the cash bonuses of executive officers. The amount granted is based, subjectively, upon the Company’s stock\nprice performance, earnings, revenue, reserves and production. The committee does not use quantifiable metrics for these criteria; but\nrather uses each in balance to assess the strength of the Company’s performance. The committee believes that formulaic approaches\nto cash incentives can foster an unhealthy balance between short-term and long-term goals. No cash bonuses were paid to executive officers\nin 2025 or 2024, other than those listed for Donald Hosmer in the table above.\n\n \n\n18\n\n[Table of Contents](#toc) \n\n \n\n**Compensation of Directors**\n\n \n\nIn 2025, board members or committee member accrued or received fees\nfor attendance at board meetings or committee meetings during the year. In addition to cash payments, Common Stock was issued in lieu\nof compensation or reimbursements. Royale also reimbursed directors for the expenses incurred for their services.\n\n \n\nThe following table describes the compensation paid to our directors\nwho are not also named executives for their services in 2025.\n\n \n\n**Name**** **\n**Fees\npaid in\nCash or\nCommon\nStock**** **** **\n**Stock\nawards**** **** **\n**Option\nawards**** **** **\n**All Other\nCompensation**** **** **\n**Total**** **\n\nJohn Sullivan \n$36,000  \n$         -  \n$           -  \n$          -  \n$36,000 \n\nChris Parada \n$36,000  \n$-  \n$-  \n$-  \n$36,000 \n\nJeff Kerns \n$24,000  \n$-  \n$-  \n$-  \n$24,000 \n\nStephen Hosmer \n$36,000  \n$-  \n$-  \n$-  \n$36,000 \n\nJonathan Gregory \n$24,000  \n$-  \n$-  \n$-  \n$24,000"}