Individual Director Evaluation Individual director self-assessment is also conducted to provide performance feedback which can help individuals to evaluate their own skills and performance as directors and motivate them to more effective contributors. The Board is cognizant that individual director evaluations are an important complement to the evaluation of a board’s overall performance and the results of the individual director self-assessment are also compiled by the Company Secretary and discussed by the NC. The assessment of CEO’s performance is undertaken by the Board and the results are reviewed by the NC and Board. Feedback is also provided to the CEO by the NC Chairman and the NC will also report the same to the Board. REMUNERATION MATTERS Procedures for Developing Remuneration Policies Principle 6 The members of the RC at the date of this report comprise the following Directors:- Ms Wong Su Yen – Chairman Ms Ng Shin Ein Mr Eugene Paul Lai Chin Look The RC comprises a majority of independent directors including the RC Chairman. During FY2025, the RC held one meeting. In addition to the formal meeting held during FY2025, the RC also engaged in several informal discussions during the year, as necessary, to facilitate timely deliberation of matters within its remit. The Chairman of the RC, Ms Wong Su Yen, is an Independent Director, who is knowledgeable in the field of executive compensation. In addition, the RC has access to the relevant expert advice within the Company. The RC is guided by its terms of reference which is in line with the 2018 CG Code and its responsibilities of the RC include: (a) recommending to the Board the fee framework for Non-Executive Directors; (b) recommending to the Board the framework of remuneration for CEO, and key management personnel (who are not Directors); (c) determining and setting specific remuneration packages (such as annual increments, variable bonuses, long-term incentive awards and other incentive awards or benefits in kind) for each of CEO and key management personnel in accordance with the approved remuneration framework and ensuring that an appropriate proportion of their remuneration is structured so as to link rewards to corporate and individual performance; (d) approving the total bonus pool for distribution to staff of all grades at each year end; (e) administering share plan that may be established from time to time for the Directors and KMP; (f) reviewing the remuneration packages of employees who are related to any Director, substantial shareholder or the CEO; and (g) reviewing the Company’s obligations to ensure that contracts of service of CEO and key management personnel contain fair and reasonable termination clauses. REPORT ON CORPORATE GOVERNANCE ANNUAL REPORT 2025 49
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