2021 Annual Report

SECTION 3. EXECUTIVE KMP REMUNERATION IN FY21 COMPONENTS OF EXECUTIVE KMP REMUNERATION AT IGO Executive KMP remuneration at IGO is comprised of a mix of fixed and at risk components, as an integrated package, the purpose of which is to align Executive KMP reward with shareholder outcomes, Executive KMP performance and the retention of key talent. TFR and at risk remuneration is benchmarked at least annually by the People & Performance Committee. The table below provides an overview of the different remuneration components within the IGO framework. Objective Attract and retain the best talent Performance-related remuneration (at risk) Reward current year performance Reward long-term sustainable performance Remuneration Component Total Fixed Remuneration (TFR) – includes salary and superannuation Short-Term Incentive (STI) – paid as cash and the issue of service rights Long-Term Incentive (LTI) – provided through the issue of performance rights Purpose TFR provides competitive ‘guaranteed’ remuneration with reference to: • Size and complexity of the role • Individual responsibilities and performance; and • Experience and skills. The STI ensures appropriate differentiation of pay for performance, for achievement of a combination of Company and Individual KPIs to drive achievement of near-term strategic objectives and retention of Executive KMP. The LTI is focused on the achievement of stable long-term shareholder returns through the Company’s long-term strategic objectives and retention of Executive KMP. TOTAL REALISED EARNINGS FOR EXECUTIVE KMP IN FY21 The table below provides details of the actual remuneration earned during FY21 for Executive KMP. Amounts include: • Total fixed remuneration received • The cash component of the STI earned as a result of business and individual performance for FY21 • The discretionary cash bonus for FY21 performance • Ordinary shares received as a result of service rights that vested during the year; and • Ordinary shares received as a result of performance rights that vested during the year. Peter Bradford Keith Ashby Kate Barker Matt Dusci Andrew Eddowes Joanne McDonald Sam Retallack Ian Sandl Scott Steinkrug TFR STI Cash Discretionary cash bonus Service Rights vested Performance Rights vested $870,000 $334,163 $400,000 $630,000 $380,000 $350,000 $435,000 $300,000 $184,433 $1,011,279 $100,000 $185,000 $34,996 $65,874 $39,508 $201,109 $252,000 $120,000 $81,893 $459,675 $92,150 $160,000 $41,150 $83,927 $85,750 $50,000 $35,163 $67,575 $370,000 $90,650 $50,000 $39,127 $201,109 $94,000 $37,861 $84,121 $460,000 $115,000 $185,000 $71,083 $413,705 $400,000 IGO ANNUAL REPORT 2021— 53