SECTION 3: OUR GOVERNANCE 126 CORPORATE GOVERNANCE OVERVIEW STATEMENT DIRECTORS’ REMUNERATION The Group’s Directors’ and Senior Management’s Remunerations Policy delineates the principles and guidelines governing remuneration decisions for Directors and Senior Management. As per the policy, the Board, through the Remuneration Committee (RC), conducts a high-level review and in-depth benchmarking of remuneration packages regularly. This comprehensive evaluation ensures fairness and competitiveness relative to the market, considering factors such as market positioning, revenue, performance, total assets, profit after tax and market capitalisation of comparator groups. The aim is to attract, retain and motivate both the Board and senior management. Summary of Board Remunerations Policy The remuneration package for Non-Executive Directors is designed to align with their experience, expertise and the level of responsibilities they undertake. This package encompasses fees, benefits-in-kind and additional benefits such as meeting allowances and official business allowances. The current fee structure for Non-Executive Directors is detailed below: Reflects the Group’s Board of Directors’ (“Board“) responsibilities, expertise and complexity of the Group’s activities. 1 Consists of fixed Directors’ fee and meeting allowances for every Board or Board committee’s meeting attended. 2 Reviewed periodically by the Remuneration Committee and the Board. The reviews are conducted with reference to the companies of similar industries or data based on survey results released by consulting or accounting companies. 3 PRINCIPLE A BOARD LEADERSHIP AND EFFECTIVENESS Senior Management’s Remuneration The Group’s Directors and Senior Management Remuneration Policy serves as the guiding framework for remuneration for Senior Management. Emphasising performance metrics beyond short-term financial considerations, the RC reviews the Senior Management’s remuneration structure. This process incorporates best practices, insights from industry experts, data analysis, stakeholder perspectives and market dynamics to ensure competitive remuneration that attracts, retains and motivates individuals with the necessary skills for sustained market leadership. Senior Management’s remuneration comprises fixed and variable components, with the Remuneration Committee responsible for assessing and aligning performance-based elements with individual contributions.
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