REA Group Ltd Annual Report 2021

Remuneration Report continued REA Group Ltd | Annual Report 2021 This report details REA Group’s remuneration framework and outcomes for Key Management Personnel ‘KMP’ for the financial year ended 30 June 2021. This report forms part of the Directors’ Report for this period. 1. Introduction and scope of report The information provided in the Remuneration Report has been audited as required by section 308(3C) of the Corporations Act 2001 . This Remuneration Report for the year ended 30 June 2021 outlines the remuneration arrangements in place for KMP of REA Group Ltd and its controlled entities (‘the Group’), which comprises all Directors (executive and non-executive) and those executives who have authority and responsibility for planning, directing and controlling the activities of the Group. The following executives of the Group were classified as KMP during the 2021 financial year and unless otherwise indicated were classified as KMP for the entire year. Executive Directors Owen Wilson Chief Executive Officer Senior Executives Janelle Hopkins Chief Financial Officer Non-Executive Directors Hamish McLennan Chairman Kathleen Conlon Independent Director Nick Dowling Independent Director Tracey Fellows Director Richard J Freudenstein Director Michael Miller Director Jennifer Lambert Independent Director (appointed 1 December 2020) Roger Amos Independent Director (retired 17 November 2020) 2. Role of the Human Resources Committee The Human Resources Committee (‘HR Committee’) is responsible for reviewing and making recommendations to the Board on the remuneration arrangements for non-executive Directors, the Chief Executive Officer (‘CEO’), the Chief Financial Officer (‘CFO’) and other executives. Further information on the HR Committee’s role and responsibilities is contained in its Charter, which is available on the Group’s website at www.rea-group.com . To assist in performing its duties, and making recommendations to the Board, the HR Committee may seek independent advice and data from external consultants on various remuneration related matters. The HR Committee follows protocols around the engagement and use of external remuneration consultants to ensure compliance with the relevant executive remuneration legislation. Any remuneration recommendations and data are provided by the external consultant directly to the Chair of the Committee. No remuneration recommendations were provided by external consultants for FY21. 3. Executive remuneration philosophy and framework The Group’s executive remuneration philosophy is founded on the objectives of: – driving desired leadership behaviours; – recognising both individual and organisational performance, with measures that are focused on achieving the Group’s longer term corporate plans; – generating acceptable returns for shareholders; and – rewarding executive performance for generating high growth returns above expected threshold levels. 46 Remuneration Report