REA Group Ltd Annual Report 2021

Remuneration Report continued REA Group Ltd | Annual Report 2021 4. Link between group performance, shareholder wealth and executive remuneration (continued) The following table sets out LTI Plan performance outcomes for the three-year performance period ended 30 June 2021: Performance measure Outcome % of target LTI payable Revenue CAGR 4.7% 0% EPS CAGR 5.2% 0% 0% achievement The following table sets out Recovery Incentive Plan performance outcomes for tranche 1 of the Recovery Incentive 2021-2022: Performance measure Outcome % of tranche 1 incentive payable Relative TSR 100% 25% EBITDA 100% 25% Strategic Measures 93.3% 46.7% 96.7% achievement 4.3 KMP remuneration outcomes The following table sets out the STI outcomes for the 2021 financial year based on achievement of financial and non-financial objectives: Executives Actual STI payment % of target STI payable CEO $1,612,650 147%** CFO $945,820 181%** ** 70% paid in cash and 30% deferred in restricted shares The following table sets out details of performance rights held by and granted to Mr Wilson and Ms Hopkins during the 2021 financial year under the LTI Plans along with the number of performance rights forfeited. Name Balance at 1 July 2020 Granted during year Vested during year 1 Forfeited during year 2 Balance at 30 June 2021 3 $ value of rights at grant date OWilson LTI Plan 2021 (Plan 12) 4 7,335 – – 7,335 – 638,240 LTI Plan 2022 (Plan 13) 8,342 – – – 8,342 800,000 LTI Plan 2023 (Plan 14) 5 – 7,093 – – 7,093 800,000 Recovery Incentive Plan 2021/2022 6 – 12,541 – – 12,541 1,414,327 Total 15,677 19,634 – 7,335 27,976 3,652,567 J Hopkins LTI Plan 2022 (Plan 13) 3,858 – – – 3,858 370,000 LTI Plan 2023 (Plan 14) – 2,926 – – 2,926 330,000 Recovery Incentive Plan 2021/2022 6 – 3,147 – – 3,147 354,936 Total 3,858 6,073 – – 9,931 1,054,936 1 The number of performance rights vested during the year is equal to the number of performance rights settled during the year. 2 Forfeited during the year as a result of underperformance compared to company targets. 3 The balance of performance rights at 30 June 2021 are unvested. 4 These rights granted to OWilson comprise two separate awards: 5,321 awards were granted on 1 July 2018 with a total value at grant date of $489,250; and 2,014 awards granted on 7 January 2019 with a total value at grant date of $148,990. 5 As a result of the delay in remuneration reviews last year, the CEO’s LTI target was adjusted from $800,000 to $1,100,000 on 1 January but approved by the Board to have effect for the FY21 year, meaning the Board has approved an additional $300,000 worth of rights to be granted pursuant to the FY23 plan (on terms disclosed in the 2020 notice of AGM), which will be put to shareholders at the 2021 AGM. This will be separate from the FY24 LTI grant to the CEO which will be separately voted on at the AGM. 6 These rights granted to OWilson and J Hopkins relate to the Recovery Incentive Plan 2021/2022. 50 Remuneration Report