Aeris Annual Report 2022

SHORT TERM INCENTIVES (STI)
Current STI plan
Purpose
To incentivise eligible employee performance in areas of specific challenge by
ensuring targets are competitive to drive successful execution of business plans and
achievement of strategic aims directly aligned with enhanced shareholder value.
Performance measures
The Remuneration Committee oversees the identification of appropriate
performance measures, setting of goals and endorsement of specific targets for
each executive KMP and ensures that these elements clearly reflect the factors
deemed critical to the Group’s strategic and business plans for the relevant year.
Opportunity
The maximum STI opportunity for executive KMP is equivalent to
50% of their base (excluding superannuation) remuneration. The maximum
STI opportunity for other eligible employees is between 10% and 40%.
Delivery
Awards for performance under the STI Plan are determined and paid only
after the end of the financial year (generally in the first quarter after the end
of the reporting period), once the relevant actual performance results are
finalised. The Remuneration Committee retains the discretion to adjust STI awards
in exceptional circumstances, including determining that no award will be paid.
Gateway
The Company will determine a ‘gateway’ that must be achieved for an STI
payment to be awarded in the relevant period and will consider the overall
Company and site profit position, capacity to pay and other relevant factors.
Configuration for FY2022
For FY2022 the following list outlines examples of what were used to
determine STI outcomes:
• Stakeholder Management
• Life of Mine extensions
• Innovation
• Growth
• Balance sheet optimisation
• Individual performance
AERIS ANNUAL REPORT 2022
Fixed remuneration is reviewed annually,
and any adjustments are approved
by the Board after recommendation
by the Remuneration Committee.
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