CSL Ltd Annual Report 2021

3.2.2 Remuneration Delivery Timeline The diagrambelow illustrates how the components of the 2021 Executive KMP remuneration are delivered over a five year period. Year 1 Year 2 Year 3 Year 4 Year 5 FR STI LTI ● Award Granted ● Eligible for payment or vesting 3.2.3 Pay Mix The following diagrams set out the remuneration mix for Executive KMP in 2021. The majority of the target reward mix is variable reward and is at risk. This better aligns Executive KMP rewards with shareholder interests and is aligned to our pay for performance philosophy, focusing efforts on driving growth and long term performance and sustainability. Professor Cuthbertson was not eligible in 2021 for variable reward under the executive remuneration framework due to the nature of his advisory role. 0 20 40 60 80 100 Remuneration Mix – P Perreault Maximum Target Minimum 15% 16% 100% 26% 19% 65% 59% ● Fixed Reward ● STI ● LTI 0 20 40 60 80 100 Remuneration Mix – J Linton Maximum Target Minimum 25% 28% 100% 32% 23% 49% 43% ● Fixed Reward ● STI ● LTI From a market alignment perspective, within our global pharmaceutical/biotechnology peer group our Executive KMP reward is competitive in the elements of fixed reward and STI, however LTI remains belowmarket comparators for all roles, including the CEO. The Board will continue to keep the latter component under review to ensure we have competitive reward packages and effectively incentivise for the long term success of the organisation by aligning outcomes with shareholder interests. ● ● ● ● ● ● 0 20 40 60 80 100 Remuneration Mix – A Cuthbertson Maximum Target Minimum 100% 100% 100% ● Fixed Reward ● STI ● LTI 0 20 40 60 80 100 Remuneration Mix – P McKenzie Maximum Target Minimum 17% 18% 100% 25% 18% 64% 58% ● Fixed Reward ● STI ● LTI CSL Limited Annual Report 2020/21 80 Directors’ Report