Executive Remuneration In determining executive remuneration,...

Executive Remuneration In determining executive remuneration, the Board aims to ensure that remuneration practices are: ƒ competitive and reasonable, enabling the Company to attract and retain key talent; ƒ aligned to the Company’s strategic and business objectives and the creation of shareholder value; ƒ transparent; and ƒ acceptable to shareholders.


The executive remuneration framework has two components: ƒ

Base pay and benefits, including superannuation; and ƒ Long-term incentives through participation in the Battery Minerals Limited Employee Share Option Plan. (“ESOP”)

To ensure that the interests of the Company’s executives is aligned with the interests of the Company and its shareholders, and to ensure the Company attracts talented people, executives have up to the date of this report, been offered, under the ESOP, “sign-on” out of the money incentive options, of which 40% vest on completion of 12 months service and 60% vest on the commencement of commercial production for Stage 1 of the Montepuez Graphite Project.

Since year end, the Board approved the issue of zero exercise priced options (ZEPOs) to executives and staff with specific vesting hurdles being ƒ 50% vest only on the commencement commercial production for Stage 1 at the Montepuez Graphite Project and ƒ 50% vest only on the commencement of commercial production for Stage 2 at the Montepuez Graphite Project.

The issue of ZEPOs in 2018 is designed by the Board to: ƒ align executives and other employees objectives with the Company’s publicly stated objectives of developing stages 1 and 2 of the Company’s Montepuez graphite project; ƒ be granted in lieu of any salary review increases; ƒ be granted in lieu of a 2018 short term incentive programme. ƒ align employees to shareholders by connecting cash flow generation to the vesting of benefits