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2014 Short-term employee benefits Post- employment benefits Long-term benefits Share-based payments Name Cash salary and fees Cash STI Non- monetary benefits Super contribution Other long-term benefits3 Termination Performance rights Total Executives Rhys Holleran 975000 189000 35933 25000 62855 349965 1637753 Stephen Kelly1 437500 254000 3097 14583 91667 74296 49995 741804 Peter Lewis2 21825 2019 23844 Guy Dobson 633530 14042 17775 7600 90269 763216 Craig Bruce 523530 30000 2739 17775 14019 124988 713051 Andrea Ingham 340482 14042 17775 24135 72216 468650 Clive Dickens 357500 64000 14042 25000 49560 72216 483198 Total Executive KMP 3289367 537000 83895 119927 32618 74296 759649 4831516 1 Remuneration disclosed is for the period 1 July 2013 until 19 January 2014. 2 Remuneration disclosed is for the period 16 June 2014 to 30 June 2014. 3 Amounts represent movements in employee leave entitlements with a negative balance representing an overall reduction in the employee leave provision balance compared with prior year. The following table shows for the remuneration received in each of the years the relevant percentages for fixed remuneration STI and LTI Fixed Remuneration At risk STI At risk LTI 2015 2014 2015 2014 2015 2014 Executives2 Grant Blackley 100 na 0 na 0 na Rhys Holleran1 84 67 6 12 10 21 Nick McKechnie 86 na 4 na 10 na Guy Dobson 86 88 2 0 12 12 Rick Lenarcic 69 na 15 na 16 na Andrea Ingham 81 85 2 0 17 15 Vijay Solanki 100 na 0 na 0 na 1 The split of remuneration for Rhys Holleran excludes the termination payment he received. 2 Craig Bruce Clive Dickens and Peter Lewis are no longer KMP and are not disclosed above all had 100 fixed remuneration for 2015. Peter Bush was only entitled to fixed remuneration during his time as Executive Director. c Fixed remuneration Fixed remuneration is structured as a total employment package which may be delivered as a combination of base pay i.e. cash superannuation and prescribed non-financial benefits at the executives discretion. Superannuation is in line with Superannuation Guarantee Charge SGC legislation. Fixed remuneration for executives is reviewed annually to ensure the executives pay is competitive with the market. As part of this review process external remuneration advisors are engaged from time to time to provide analysis and advice to ensure fixed remuneration is set to reflect the market for a comparable role. An executives fixed remuneration is also reviewed on promotion. There are no guaranteed fixed remuneration increases included in any executive contracts. d Changes during the year In response to shareholder feedback and to better align STI metrics to the financial metrics in the Groups business plan the Group-wide financial metric for the STI has been changed from EBITDA to NPAT. For the CEO and CFO this is the only financial metric. Certain executives are also assessed against other financial metrics as outlined on the following page. The weighting between financial and non-financial metrics is consistently applied across all Executive KMP 80 financial and 20 non-financial. 25 SOUTHERN CROSS AUSTEREO ANNUAL REPORT 2015