CSL Ltd Annual Report 2021

300% 250% 200% 150% 100% 50% 0% -50% 30-Jun-2016 31-Dec-2016 30-Jun-2017 31-Dec-2017 30-Jun-2018 31-Dec-2018 30-Jun-2019 31-Dec-2019 30-Jun-2020 31-Dec-2020 30-Jun-2021 — CSL — 25th Percentile — 50th Percentile — 75th Percentile — 100th Percentile CSL’s Five Year TSR Performance Against Global Pharmaceutical/Biotechnology Peer Group 28 Includes base salary, retirement/superannuation benefits, and other benefits such as insurances, relocation and allowances paid in 2021. 29 Relates to STI earned in 2021 and will be paid in September 2021 (refer to section 6.2). 30 V alue of LTI vested at 20 August 2020 (Options and Performance Rights) and 1 September 2020 (Performance Share Units) that became unrestricted (refer to section 6.4). The value at vest has been determined by multiplying the number of vested units by the closing share price on the date of vest. For Options, it is the difference between the closing share price and the exercise price on the date of vest. This has been converted to USD at an average exchange rate for the 2021 financial year of 1.34557. 31 T he value at grant has been determined by multiplying the number of vested units by the closing share price on the date of grant. For Options, it is the difference between the closing share price and the exercise price on the date of grant. This has been converted to USD at an average exchange rate for the 2021 financial year of 1.34557. 32 T his 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). This has been converted to USD at an average exchange rate for the 2021 financial year of 1.34557. 8.2.2 2021 Executive KMP Realised Remuneration Table 13 shows the ‘realised’ remuneration of Executive KMP for the year ended 30 June 2021 in USD, providing a simple and transparent view of what Executive KMP actual take home pay was in 2021. Some of the ‘realised’ remuneration in the table was earned over the previous three to four years, but was not vested until 2021. This includes equity settled LTI earned over four years from 2017 to 2021. 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 ‘Realised’ Remuneration (Received or Available as Cash) in 2021 Executive 2021 Total Fixed Reward US$ 28 2021 STI US$ 29 LTI Vested in 2021 US$ 30 Total Reward Received US$ Total LTI Reward Received (valued at grant date) US$ 31 LTI Growth in Value (due to share price growth) US$ 32 Period Earned 2021 2021 2017-2021 2017-2021 2017-2021 2017-2021 P Perreault 1,866,383 1,807,032 41,686,616 45,360,031 8,711,276 32,975,340 A Cuthbertson 525,434 483,067 3,846,568 4,855,069 1,822,801 2,023,767 J Linton 478,435 288,464 – 766,899 – – P McKenzie 1,040,388 1,028,970 2,065,127 4,134,485 1,765,931 299,196 CSL Limited Annual Report 2020/21 96 Directors’ Report