CSL Ltd Annual Report 2019

6.6 2019 Executive KMP Realised Remuneration 44 Includes base salary, retirement / superannuation benefits, other benefits such as insurances, expatriate assignment benefits (school fees, tax services) and allowances paid in 2019. 45 Relates to STI earned in 2019 and will be paid in September 2019 (refer to section 4.2). 46 Relates to the deferred component (33%) of STI earned in the financial year 2016 (cash paid in September 2018). Note STI deferral ceased to operate in the calendar year 2015 this is the final reportable deferral amount. 47 Value of awards vested at 30 September 2018 under the Executive Deferred Incentive Plan (EDIP) and paid in October 2018 (refer to section 4.6). Includes commencement benefit for D Lamont. 48 Value of LTI vested at 16 August 2018 (Options and Performance Rights) and 1 September 2018 (Performance Share Units and Restricted Share Units) that became unrestricted (refer to section 4.6). 49 The value at grant has been determined by multiplying the number of vested units by the closing A$ share price on the date of grant. For Options, it is the difference between the closing share price and the exercise price. This has been converted to USD at an average exchange rate for the 2019 financial year of 1.39293. 50 This figure shows the increase in market value of the LTI awards due to share price growth between the grant date and the vesting date. The increase in value of the awards is calculated by multiplying the number of vested and/or exercised awards by the difference between the share price of CSL shares on the grant date and the vesting date or exercise date (as applicable). 51 Reflects ‘Realised’ remuneration for the period 1 October 2018 to 30 June 2019 being the period WMezzanotte was Executive KMP. Table 13 shows the ‘realised’ remuneration of Executive KMP for the year ended 30 June 2019 in US Dollars. This is a voluntary disclosure which the Board believes is simple and affords a transparent view of what the Executive KMP actual take-home pay was in 2019. The main difference between ‘realised’ remuneration disclosures, and the statutory disclosures in section 5, is that the ‘realised’ remuneration table includes the value of performance based awards that vested or were paid in the period, while the statutory tables include the accounting expense over the period the performance hurdles are met. Some of the ‘realised’ remuneration in the table was earned over the previous three to five years, but was not paid until 2019. This includes cash settled deferred STI earned in 2016, cash settled LTI earned between 2016 and 2019 and equity settled LTI earned over five years from 2015 to 2019. The significant increase in the CSL share price over the period of grant to vest has provided Executive KMP with a significant increase in value of the LTI component of reward. This has been demonstrated in the table below. The benefit of the increased share price has been shared by shareholders and Executive KMP alike. Table 13: Executive KMP remuneration received or available as cash in 2019 Executive 2019 Total Fixed Reward 44 2019 Short Term Incentive 45 Cash Settled Deferred STI in 2019 46 Total STI Received Period Earned 2019 2019 2016 – 2019 2016 – 2019 P Perreault 1,819,480 1,979,386 1,201,750 3,181,136 G Boss 679,917 412,369 – 412,369 W Campbell 683,248 542,463 – 542,463 A Cuthbertson 750,445 563,225 386,214 949,439 K Etchberger 633,674 390,147 – 390,147 D Lamont 924,286 722,033 – 722,033 WMezzanotte 51 753,141 443,564 – 443,564 G Naylor 1,237,403 956,298 474,391 1,430,689 V Romberg 890,809 434,527 153,364 587,891 E Walker 469,505 312,510 – 312,510 CSL Limited Annual Report 2019 80 Directors' Report