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The Remuneration Committee is responsible for assessing performance against KPIs and determining the extent
to which the STI and LTI is to be paid. The STI and LTI have been designed to be payable when value has been
created for shareholders. To assist in this assessment, the Committee receives detailed reports on performance
from management which are based on independently verifiable data.
In the event of serious misconduct or a material misstatement in the Company’s financial statements, the Board
may cancel LTI based remuneration and recover LTI remuneration paid in previous financial years.
Target remuneration mix (based on entitlement to 100% of the target STIs and LTIs which are at risk and subject to
performance hurdles) for the year ended 31 July 2016 was:
Target Remuneration Mix
0%
20%
40%
60%
80% 100%
Managing Director
Finance Director
Company Secretary
Fixed Remuneration
*STI was for the 7 months ended 31 July 2016 only
LTI
STI*
56%
16%
28%
61%
14%
25%
76%
9% 15%
0%
20%
40%
60%
80% 100%
Managing Director
Chief Operating Officer
Chief Financial Officer
Fixed Remuneration
LTI
STI
62%
19%
19%
62%
19%
19%
66%
17% 17%
New Hope Corporation Limited
New Hope aims to ensure that remuneration packages properly reflect the person's duties, experience and
responsibilities and are aligned so that management is rewarded in creating value for shareholders. Remuneration
of senior executives is reviewed annually after taking into consideration the executives’ performance, the New
Hope Group’s performance, market rates and level of responsibility.
Executive remuneration comprises a mix of fixed remuneration, STIs and LTIs. Target remuneration mix (based on
the entitlement to 100% of the available STIs and LTIs which is at risk and subject to performance hurdles) for the
year ended 31 July 2016 was:
New Hope Target Remuneration Mix