SAPPI LIMITED

SAPPI
NOTES TO THE GROUP ANNUAL FINANCIAL STATEMENTS (Continued)
for the year ended September 2010
34. DIRECTORS’ REMUNERATION (Continued)
Board
2008
Committee Travel
Director Fees Fees allowance Total
(US$ million)
D C Brink ................................. 52,332 42,130 5,200 99,662
M Feldberg ............................... 57,200 49,700 10,400 117,300
J E Healey ................................ 67,600 70,700 15,600 153,900
D Konar .................................. 34,889 57,340 5,200 97,429
H C Mamsch .............................. 87,535 97,041 10,400 194,976
B Radebe ................................ 37,796 9,422 5,200 52,418
A N R Rudd ............................... 74,068 47,530 7,800 129,398
F A Sonn ................................. 34,889 9,422 5,200 49,511
E van As (1) ................................ 84,126 — 5,000 89,126
K Osar ................................... 67,600 23,835 13,000 104,435
J McKenzie ............................... 37,796 8,637 5,200 51,633
D C Cronje (2) .............................. 131,344 — 2,600 133,944
767,175 415,758 90,800 1,273,733
(1) Includes board fees received by Mr van As for the period September 2007 to March 2008. Mr van As also received consulting
fees of US$16,825 for the same period not included in the above.
(2) Appointed in January 2008.
(3) Appointed in January 2010.
(4) Appointed in February 2010.
(5) Appointed in August 2010.
(6) Resigned in December 2009.
Our pay philosophy aims to provide executives with remuneration which allows them to enjoy
similar and appropriate standards of living and at the same time to create wealth equally no matter where
they live and work.
Whilst the payment of executives in different currencies creates perceived inequities, due attention
is given to ensure that internal equity exists and is maintained, through comparisons against cost of
living indices and the manner in which pay is structured in the various countries.
Bonus and performance related payments are based on corporate and individual performance.
Under this, executives may be awarded up to 116% of their annual salary if group and personal
performance objectives as agreed by the Remuneration Committee are met. Bonuses relate to amounts
paid in the current year, but based on the previous year’s performance.
Average exchange rates for the year concerned are again applied in the tables in converting the
currency of payment into US Dollars.
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