Remuneration Section STRENGTH IN UNITY 80 OVERVIEW OF REMUNERATION In summary, the remuneration framework for KMPs is tabled as follows: Fixed Pay STI LTIS Purpose To attract and retain the executive capable of leading and delivering the strategy. Reward the achievement of annual targets aligned to the delivery of sustainable outcomes. Align executive outcomes with long term shareholders' return and growth. Link to performance Remuneration for meeting requirements of the role. Benchmarked against the market to maintain competitiveness. Measures aligned to the following but not limited to: • Measurable Targets • Qualitative Targets For awards that are performance based, these are measured against the following metrics such as: • CAGR AUM • EBITDA • ATSR For the other awards and options, the schemes are time-based. Delivery • Salaries • Employee benefits • Contributions to pension schemes • Discretionary bonuses • Allowances • Benefits in kind • Contributions to pension schemes • Equity-settled share options • Share awards DETAILS OF REALISED STI AND LTIS OF KMPs Remuneration of KMPs for FY2023: Directors’ fees (Fixed Pay) Bonus (STI) Allowance and Benefits in Kind (STI) Share-based Compensation Expense (LTIS) Total US$'000 US$’000 US$’000 US$’000 US$’000 Mr Jinchu Shen 1,800 675 – 1,148 3,623 Mr Stuart Gibson 1,800 675 – 1,148 3,623 Other KMPs(i) 2,262 1,266 124 1,199 4,851 Notes: (i) Other KMPs refer to the Group Chief Corporate Officer, Group Chief Financial Officer, Group Chief Investment Officer, Group Chief Operating Officer. (ii) Refer to Equity-Linked Agreements under Directors’ Report section for further details of the LTIS. (iii) Each Co-CEO’s remuneration is approximately 3.5 times the median remuneration of the KMPs and 1.7 times the next highest paid KMP. (iv) Percentage of the component is expressed over the total annual remuneration package. (v) The total compensation of the KMPs for the year ended 31 December 2023 is US$13.4 million which includes other retention and short-term benefits. A breakdown of remuneration bands for KMPs are as follows: Remuneration bands for KMPs Number of KMPs Fixed Pay STI LTI %(iv) %(iv) %(iv) Below US$2,000,000 3 55 35 10 US$2,000,001 to US$4,000,000 3 47 19 34 The Board is of the view that all the above disclosure in this Remuneration Section and other parts of the Annual Report, including the Remuneration Framework, key drivers for STI and LTIS and realised remuneration, would provide sufficient information and transparency to shareholders on the Company’s remuneration policies, the level and mix of remuneration accorded to the KMPs and the procedure for setting remuneration. These disclosures would enable shareholders to understand the relationship between the Company’s performance and remuneration of the KMPs, while ensuring there is alignment of interests between the KMPs’ remuneration and interests of the shareholders.
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