Genetic Signatures

Genetic Signatures Limited – Annual Report 2021 DIRECTORS’ REPORT FOR THE FINANCIAL YEAR ENDED 30 JUNE 2021 12 Short term incentives STI potential Percentage of base Paid Forfeited $ % % % J.R. Melki 108,000 30 72 28 M.A. Aicher - P.L. Manley* - * Bonus payable to P Manley is 100% at discretion of the Board 4 EQUITY DISCLOSURES 4.1 Key Management Personnel Share Movements Details of equity instruments (other than employee share ownership plan restricted shares) held directly, indirectly or beneficially by key management personnel are as follows: Name Balance at 1 July 2020 Granted as compensation Received on conversion of restricted shares Other changes Balance at 30 June 2021 Balance held nominally N. Samaras 2,024,016 - - - 2,024,016 1,393,000 J.R Melki 1,096,000 - - - 1,096,000 1,096,000 M.A Aicher 645,785 - - - 645,785 645,785 A.J Radford 240,000 - - - 240,000 240,000 N Gunn - - - - - - P.L Manley 20,408 - - - 20,408 20,408 Total 4,026,209 - - - 4,026,209 3,395,193 Employee Incentive Plan Balance at 1 July 2020 Granted during the year Exercised during the year Forfeited during the year Balance at 30 June 2021 Unvested at 30 June 2021 No. Value 1 $ No. Value 1 $ No. Value 2 $ No. Value 2 $ No. Value 1 $ No. J.R Melki 300,000 132,523 250,000 385,910 - - - - 550,000 518,429 350,000 P.L Manley 200,000 195,389 100,000 177,437 - - - - 300,000 372,825 200,000 1 This represents the total value of the options over the life of the options from grant date using a Black- Scholes valuation method. The amount is allocated against remuneration over the vesting period (total allocation vests in 4 equal tranches from the 1 st anniversary of the issue date). 2 Value equals the difference between the exercise price and the closing share price per the ASX on the date of exercise/forfeiture multiplied by the number of options 5 EMPLOYMENT AGREEMENTS Service contracts have been entered into by the Company with key management personnel, describing the components and amounts of remuneration applicable on their initial appointment, including terms and performance criteria for performance-related cash bonuses. These contracts do not fix the amount of remuneration increases from year to year. Remuneration levels are reviewed generally each year by the Remuneration Committee to align with changes in job responsibilities and market salary expectations. All contracts are for an ongoing period. All contracts can be terminated by either party with 3 months’ notice (or one month in the case of Michael Aicher), subject to termination payments as described below: Remuneration Report