Aeris Annual Report 2022

The Directors are pleased to present your Company’s 2022 Remuneration
Report which sets out remuneration information for Aeris Resources
Limited’s Non-executive Directors, Executive Directors and other
Key Management Personnel (“KMP”).
PERSONS ADDRESSED AND SCOPE
OF THE REMUNERATION REPORT
KMP are the Non-executive Directors, Executive Directors
and senior executive employees who have authority and
responsibility for planning, directing and controlling the
activities of the Company. KMP of the Company during the
year ended 30 June 2022 and any changes that occurred
during the year are set out below:
NAME
POSITION
Non-executive Directors
• Maintains fair, consistent and equitable remuneration
practices in alignment with the company values and
vision whilst remaining competitive with the market
to attract the best potential candidates;
• Retains executives through the cyclical nature of
commodity prices and different development stages
of assets; and
• Allows flexibility in remuneration structure to adjust
to changing economic conditions to ensure that
executive remuneration is linked to the creation
of shareholder value.
Mr Michele Muscillo
Mr Colin Moorhead
Ms Sylvia Wiggins
Mr Alastair Morrison
Executive Directors
Mr Andre Labuschagne
Non-executive Director
Non-executive Director
Non-executive Director
(appointed 18 October 2021)
Non-executive Director
(resigned 25 November 2021)
Executive Chairman
TRANSPARENCY AND ENGAGEMENT
To remain transparent and consistent with industry
standards whilst maintaining fair and equitable
remuneration practices, the Company seeks guidance in
the governance of remuneration strategy from a variety
of sources, including:
• Shareholders;
• External remuneration consultants;
• Internal management.
Other KMP
Mr Robert Brainsbury Chief Financial Officer and
Joint Company Secretary
Mr Ian Sheppard
Chief Operating Officer
Ms Kim Franks
Chief People Officer
REMUNERATION GOVERNANCE
The following outlines the aspects of remuneration
governance relevant to KMP remuneration.
REMUNERATION PRINCIPLES
REMUNERATION COMMITTEE
As the Board is comprised of four Directors,
the Remuneration Committee considered
the most effective approach to meeting was for
the Chair of the Remuneration Committee to meet
independently with the Executive Chair and members
of the Remuneration Committee on an informal
basis throughout the year, following which the Chair
of the Remuneration Committee would report to the whole
Board. Where required, the three other members
of the board meet separately to discuss matters pertaining
to the remuneration of the Executive Chairman.
In establishing a reward framework that ensures executive
rewards reflect achievement, with the aim of delivering
long-term shareholder value, the Board ensures that
the Company’s remuneration policy:
• Recognises the calibre and skills of executives and
ensures they are rewarded for superior performance;
• Creates a strong link between performance and reward
over the short and long term;
ADVANCING AERIS
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