ประจำ ปี 2552 - MCOT

Meeting allowances and remunerations of the Company’s directors in 2009 (for all committees)No.DirectorsMeetingAllowancesRemunerationBonus committeesSub-committees and otherTotalMeeting AllowancesRemuneration1. Prof. Dr. Surapon Nitikraipot 168,750 102,917 147,015 - - 418,6822. Mr. Nathi Premrasmi 168,750 135,000 191,644 112,500 - 607,8943. Mrs. Matana Watanalit 151,875 92,625 132,313 165,000 - 541,8134. Mrs. Danucha Yindeepit 165,000 110,000 155,882 295,000 - 725,8825. Mr. Arttachai Burakamkovit 180,000 120,000 170,350 172,500 - 642,8506. Mr. Dheerasak Suwannayos 120,000 82,333 117,612 100,000 - 419,9457. Assoc. Prof Dr. Wittayatorn Tokeaw 180,000 120,000 170,350 232,500 50,000 752,8508. Mr. Somboon Muangklam 180,000 120,000 170,350 240,000 - 710,3509. Dr. Anusorn Tamajai 180,000 120,000 170,350 115,000 120,000 705,35010. Mr. Pongchai Amtanon 180,000 120,000 170,350 162,500 - 632,85011. Mr. Yarnsak Manomaiphiboon 135,000 82,333 117,612 50,000 100,000 484,94512. Mrs. Daranee Charoen-Rajapark 135,000 82,333 117,612 95,000 70,000 499,94513. Mr. Tanawat Wansom 60,000 40,000 59,273 106,500 - 265,77314. Mr. Jarupong Ruangsuwan 75,000 47,083 65,924 - - 188,00715. Mr. Tongthong Chandransu 67,500 42,375 59,331 62,500 - 231,70616. Mr. Pramote Chokesirikulchai 60,000 37,667 52,739 80,000 - 230,40617. Mr. Prasarn Wangrattanapranee 60,000 37,667 52,739 45,000 - 195,40618. Mr. Narunart Prapanya 60,000 37,667 52,739 20,000 50,000 220,406Total8,475,060Remunerations of the Director-General or the President The Director-General or the President’s compensation package is clearly and transparently determined by theRemuneration Committee, with the endorsement of the Board who take into account the standard and prevailing industryand business practice, in particular leading listed companies on the SET, and to his/her job responsibilities, linked to theannual Company performance and performance evaluation results. The assessment of the Director-General or the Presidents’ performance is made by the PerformanceEvaluation Committee for the Director-General or the President based on business plans proposed by the Director-General or the President to the Board for approval, and monitoring the performance of the Director-General or thePresident against short-term and long-term goals. Beside allowing for good corporate governance practice, this wouldmake the deliberation of the Director-General or the President’s compensation transparent and suitable, and would enablethe results to improve his/her work performance. Top executives’ CompensationThe Director-General or the President has the responsibility of deciding individual remuneration packages. Theannual salary increases of top executives are tied to work quality, workload and responsibility for individuals’ work, visionin conformity with the Company’s goals, abilities of examining and adjusting the strategy to be consistent to changingsituations, management, planning ability, assignment/monitoring, decision-making and problems solutions, leadership,ability of coaching, developing subordinates, ability of team-forming, human relationship, coordination, cooperation,discipline and honesty.97