Remuneration delivery timeline FR FY24 FY25 FY26 FY27 STI LTI Eligible for payment or vesting Award Tested Award Granted Performance Period Performance Period 3.2 Executive KMP Pay Mix The following diagrams set out the remuneration mix for Executive KMP at maximum opportunity. The majority of reward is variable (STI and LTI) and at risk. This creates strong alignment between Executive KMP reward and shareholder outcomes and is aligned to CSL’s pay for performance philosophy and focus on driving growth and long term sustainable performance. Fixed Reward 13% STI 31% LTI 56% Fixed Reward 19% STI 38% LTI 43% Fixed Reward 17% STI 33% LTI 50% P McKenzie J Linton A Schmeltz 3.3 Fixed Remuneration FR for CSL’s Executive KMP is designed to attract and retain talent for the delivery of CSL’s strategy. CSL targets the market median when setting FR, with consideration of individual experience, performance and internal and external relativity. CSL competes for talent in a global market, and needs to attract and retain high calibre executives in a highly competitive global pharmaceutical and biotechnology industry. The unique skill set with specialised pharmaceutical and biotechnology expertise and experience that CSL requires is critical to enable the company to deliver on its strategy, promise to patients and deliver sustainable returns to shareholders. CSL’s global pharmaceutical/biotechnology industry peer group serves as the primary reference group for remuneration benchmarking, created such that with respect to market capitalisation and revenue, CSL falls around the middle of the group. The group represents global industry peers and is updated annually. The peer group for 2024 included: AbbVie Inc Bristol-Myers Squibb Company Moderna Inc Amgen Inc Eli Lilly and Company Novartis AG Astra Zeneca PLC GlaxoSmithKline plc Novo Nordisk A/S Bausch Health Companies Inc Gilead Sciences Inc Regeneron Pharmaceuticals, Inc Bayer AG Grifols, S.A. Takeda Pharmaceutical Company Biogen Inc Merck KGaA Vertex Pharmaceuticals Inc In addition, general industry groups for Australia, Europe and North America are used to help the company appropriately reward senior talent and are used as a primary, or hybrid, data set for certain Executive KMP roles. 83
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