Directors’ Report 3.2.2 Remuneration Delivery Timeline The diagrambelow illustrates how the components of the 2022 Executive KMP remuneration are delivered over a four year period. Year 1 Year 2 Year 3 Year 4 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 2022. The majority of the target reward mix is variable reward (STI and LTI) 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. For his period of employment in 2022, Professor Cuthbertson was not eligible 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 (CEO) Maximum Target Minimum 14% 16% 100% 32% 19% 65% 54% ● Fixed Reward ● STI ● LTI 0 20 40 60 80 100 Remuneration Mix – J Linton (Chief Financial Officer) Maximum Target Minimum 22% 28% 100% 38% 23% 49% 39% ● Fixed Reward ● STI ● LTI From a market alignment perspective, within our global pharmaceutical/biotechnology peer group our Executive KMP reward is generally competitive in the elements of FR and STI. LTI remains belowmarket comparators for all roles, including the CEO, resulting in Total Target Direct Compensation (FR + target STI + target LTI) below the median (refer to section 8 for detail). 0 20 40 60 80 100 Remuneration Mix – A Cuthbertson (Senior Advisor to CEO) Maximum Target Minimum 100% 100% 100% ● Fixed Reward ● STI ● LTI 0 20 40 60 80 100 Remuneration Mix – P McKenzie (COO) Maximum Target Minimum 15% 18% 100% 31% 18% 64% 54% ● Fixed Reward ● STI ● LTI CSL Limited Annual Report 2021/22 76
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