Remuneration 2020 (7 executives) 2021 (6 executives) 2022 (8 executives) 2023 (6 executives) Compensation Salary 33.59 30.85 36.15 35.24 Bonus 15.3 6.7 18.7 6.50 Other compensation Provident fund contribution 4.66 4.42 5.21 5.15 Total 53.55 41.97 60.06 45.62 (Unit: Million Baht) Compensation Compensation of the Chief Executive Officer and President The Nomination and Remuneration Committee determines the CEO and President’s compensation based on welldefined, transparent, fair, and reasonable criteria, taking into account the CEO and President’s duties, responsibilities and the company’s operating results. The proposed compensation of the CEO and President is then submitted to the Board for approval. Determination of compensation of the CEO and President follows the procedural steps that correspond with the performance appraisalas as follows: 1. The Nominat ion and Remunerat ion Commi ttee proposes the compensation components and criteria for performance evaluation to the Board for consideration at the beginning of the year. 2. The Board approves the proposal and notifies the CEO and President of the performance review criteria. 3. The Nomination and Remuneration Committee conducts performance appraisal of the CEO and President based on the established criteria throughout the year. The Committee takes into account key components of the overall performance, such as the company’s business situations, handling of challenges facing the company, crisis management and communication, community relations, environmental stewardship, response to corporate governance issues and corporate image management, etc. 4. The Nominat ion and Remunerat ion Commi ttee presents the performance evaluation results of the CEO and President, along with the proposed annual compensation adjustments, to the Board for approval in December. Executive Compensation IRPC annually evaluates the performance of executive officers at all levels. The company’s Performance Management System (PMS) consists of three components: 1. Key Performance Indicators (KPIs) are an important component in which the performance of each executive is evaluated against desirable outcomes that align with the corporate goals, including operating results and financial results linked to their duties and responsibilities. 2. Competency 3. Desired Behavior is a tool for evaluating the performance behavior that is expected of all executives and employees while performing their duties. Positive performance behavior is supposed to enhance the company’s ability to achieve goals in a sustainable manner. In 2023, there were six high-level executive officers according to the SEC’s definition, who together received compensation in the forms of salary, bonus and provident fund contributions, totaling Baht 45.62 million, as shown in the table below: 242 Corporate Governance Structure and Important Information about the Board of Directors, Board’s Committees, Executives and Employees IRPC Public Company Limited
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