Sirtex’s remuneration levels, structure and processes are designed to reflect the following: high ethical standards, the laws of the countries in which the executives are employed, the Sirtex Diversity Policy which ensures that all staff are treated equally; and good corporate governance.

They are critical to the Group’s ability to recruit and retain the calibre of people necessary if it is to grow and reach its full potential. Remuneration levels, structure and processes must be market-competitive, and at the same time fair to staff and responsible from a shareholder perspective.

This is an accountability taken seriously by the Company’s Remuneration Committee. The Board has approved Godfrey Remuneration Group Pty Limited (GRG) to be a provider of remuneration recommendations in relation to key management personnel. The appointment is not exclusive and the Company may seek advice from other consultants when deemed appropriate.

Within this section of the website, we have provided all charters, policies, procedures and rules that relate to Executive and Non-Executive remuneration at Sirtex. Furthermore, the audited Remuneration Report is contained in the Sirtex Annual Report each year.

The Company is committed to listen to the views of shareholders in seeking to remunerate all staff responsibly. We invite you to ask any questions or provide any comments by clicking the Remuneration Contact link below.

Remuneration Overview

In his Remuneration Overview, the Chairman of the Remuneration Committee, Dr John Eady describes the level, structure and process for executive and non-executive director compensation at Sirtex.

Dr Eady provided a Remuneration Update to shareholders on 4 August 2017.

Remuneration Committee Charter

The role of the Committee, as set out in the Remuneration Committee Charter, is to augment the work of the Board in meeting its governance accountabilities through the development and monitoring of Company remuneration policies and processes and the provision of feedback to the Board and recommendations for action. In particular, it will devise remuneration policies, processes and packages to attract and retain the calibre of staff and directors necessary for the success of the Company and submit these to the Board for consideration. The Committee shall have at least 3 members, all of whom should be non-executive directors and the majority classed as independent. The Chair of the Committee shall be one of the independent, non-executive directors.

Securities Trading Policy

The Securities Trading Policy outlines the requirements of Sirtex in relation to how its directors, officers, employees and other relevant associates deal in securities. Whilst this policy is particularly targeted at dealings in securities of Sirtex, aspects of the policy also apply in relation to dealings in securities of other entities. The policy applies to all directors, officers and employees of Sirtex and all its subsidiaries, both local and international, their associates and any other individual authorised to speak on behalf of Sirtex (Sirtex Personnel). The Chairman, CEO and Company Secretary are responsible for this procedure.

Under the Policy , Sirtex Personnel must not, at any time, directly or indirectly, buy or sell shares in Sirtex or other securities of any company, when in possession of unpublished price sensitive information which could materially affect the price or value of those securities. Additionally, Sirtex Personnel must not deal in any securities of Sirtex during a Blackout Period, which constitutes the period 4 weeks prior to the release of Sirtex’s half year and annual results to the market and the conclusion of the Annual General Meeting (AGM). The Policy provides an overview of the Law relating to ‘insider trading’ and what constitutes ‘inside information’.

All Sirtex’s securities dealings by Directors are promptly notified to the Australian Securities Exchange (ASX) in accordance with Sirtex’s Continuous Disclosure obligations.

Summary of the Executive Rights Plan

The Summary of the Executive Rights Plan provides information on executive eligibility, vesting conditions and how the plan is administered. It includes a worked example to illustrate the operation of the Executive Rights Plan based on certain assumptions and current board proposals.

Plan Rules

The Plan Rules are stipulated in a legal document called the Sirtex Executive Rights Plan. Sirtex established the plan to encourage employees to share in the ownership of the Company and to promote the long-term success of the Company as a goal share by all employees.

Non-Executive Director Remuneration Policy and Procedure

The Non-Executive Director Remuneration Policy and Procedure seeks to document the Company’s approach to setting the quantum and elements of remuneration for Non-Executive Director (NED) roles. The aim of this policy is to enable the Company to attract, retain and motivate the high calibre of NEDs required for it to meet its objective of improved health outcomes for cancer patients, while achieving strong growth and sound returns for shareholders.

Senior Executive Remuneration Policy and Procedure

The Senior Executive Remuneration Policy and Procedure seeks to document the Company’s approach to setting the quantum and elements of remuneration for Senior Executive roles. This document is to be applied by the Company to all reviews and adjustments of Senior Executive remuneration. The aim of this policy is to enable the Company to attract, retain and motivate the high calibre of Senior Executives required for it to meet its objective of improved health outcomes for cancer patients, while achieving strong growth and sound returns for shareholders.

Senior Executive Short Term Incentive Policy and Procedure

The primary purpose of the Senior Executive Short Term Incentive Policy and Procedure is to acknowledge the contribution executives have made to the Company’s performance. It provides a variable, at risk element of executive remuneration that focuses on performance over the past year. Executives receive Base Packages in the expectation that they will carry out their roles professionally and effectively. The additional at-risk rewards are aimed at sharing the financial outcomes of successful Company performance with executives in a way that recognises their specific efforts.

General Employee Remuneration Policy and Procedure

The General Employee Remuneration Policy and Procedure seeks to document the Company’s approach to setting the quantum and elements of remuneration for General Employee roles. It is to be applied by the Company to all reviews and adjustments of General Employee remuneration.

Remuneration Contact

The Board and the Remuneration Committee welcome written feedback or comments from shareholders and prospective investors on Sirtex Medical's remuneration policies and practices.

Email: remuneration@sirtex.com

Correspondence

Now leaving sirtex.com

You are about to leave the Sirtex Web site. This link is provided to you as a service and will take you to a site maintained by a third party who is solely responsible for the content.

Please be aware that Sirtex takes no responsibility for content of these external sites, nor do we endorse, warrant or guarantee the products, services or information described or offered on other internet sites.

Click 'Continue' to proceed to the third-party Web site.

Continue

×

You are now leaving your current sirtex.com region

The Sirtex site you are linking to is intended only for healthcare practitioners and patients outside your current region. Any products discussed herein may have different approved product labeling; therefore, any information provided may not be appropriate for use in your region.

Click 'Continue' to proceed to the other Sirtex region Web site.

Continue

×