3.2.2 Remuneration Delivery Timeline The diagrambelow illustrates how the components of the 2023 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 2023. The majority of the target reward mix is variable reward (STI and LTI) and is at risk. This creates strong alignment between Executive KMP rewards and shareholder interests and is aligned to our pay for performance philosophy, focusing efforts on driving growth and long term performance and sustainability. 0 20 40 60 80 100 Remuneration Mix – P McKenzie (CEO) Maximum Target Minimum 13% 15% 100% 31% 19% 66% 56% ● Fixed Reward ● STI ● LTI The diagram above does not include sign-on grants awarded to Ms Linton on 1 April 2021, some of which vested in 2023. As at the date Mr Perreault ceased to be Executive KMP, Mr Perreault had a target reward mix comprising 15% FR, 18% STI and 67% LTI. Prior to his appointment as CEO, Dr McKenzie held the role of COO and had a target reward mix comprising 16% FR, 16% STI and 68% LTI. Dr McKenzie did not receive additional remuneration for his role as Executive Director between 13 December 2022 and his appointment to CEO on 6 March 2023. 0 20 40 60 80 100 Remuneration Mix – J Linton (Chief Financial Officer) Maximum Target Minimum 19% 24% 100% 38% 23% 53% 43% ● Fixed Reward ● STI ● LTI CSL Limited Annual Report 2022/23 91
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