78 CapitaLand Ascott Trust Stapled Group; and (ii) DPS of the Stapled Group. These selected performance measures are key drivers of business performance and are aligned to Stapled Securityholders’ value. The final number of Stapled Securities to be released will depend on the Stapled Group’s performance against the targets at the end of the one-year qualifying performance period. The Stapled Securities will be released in equal annual tranches over a vesting period of three years. No Stapled Security will be released if the threshold targets are not met at the end of the qualifying performance period. If baseline targets are met or exceeded, more Stapled Securities than the RSSP baseline award can be delivered, up to a maximum of 150% of the baseline award. The NRC has the discretion to adjust the number of Stapled Securities released, taking into consideration other relevant quantitative and qualitative factors. Recipients will receive fully paid Stapled Securities, their equivalent cash value or combinations thereof, at no cost. Time-vested awards may also be granted pursuant to the RSSP in the form of: (a) deferred Stapled Securities from the Performance Bonus and vest in three equal annual tranches without further performance conditions with the first tranche delivered in the same year as the year of award; or (b) time-vested restricted awards for the retention of critical talents, or recruitment of new senior executive hires to compensate for the sharebased incentives that they may have had to forgo when they left their previous employer to join the Managers. Such awards can vest progressively over periods of up to three years, provided recipients of the awards remain under employment of the CLI Group. As part of the FY 2025 performance bonus, deferred Stapled Securities will be awarded in FY 2026 pursuant to the RSSP, and vest in three equal annual tranches without further performance conditions, with the first tranche to be delivered in FY 2026. There were no performance-based and time-vested restricted awards granted pursuant to the RSSP in FY 2025. D Employee Benefits: The benefits provided are comparable with local market practices. Remuneration of Key Management Personnel Each year, the NRC evaluates the extent to which each of the KMP has delivered on the business and individual goals and objectives, and based on the outcome of the evaluation, approves the compensation for the KMP. In such evaluation, the NRC considers whether the level of remuneration is appropriate to attract, retain and motivate the KMP to successfully manage CLAS for the long term. The CEO does not attend discussions relating to her own performance and remuneration. In determining the remuneration package for each KMP, the NRC takes into consideration appropriate compensation benchmarks within the industry, so as to ensure that the remuneration packages payable to KMP are competitive and in line with the objectives of the remuneration policies. While the disclosure of, among others, the names, amounts and breakdown of remuneration of at least the top five KMP (who are not Directors or the CEO) in bands no wider than S$250,000 and the aggregate of the total remuneration paid to these KMP would be in full compliance with Provision 8.1 of the Code, the Boards have considered carefully and decided that such disclosure would not be in the interests of the Managers or Stapled Securityholders due to: (a) the intense competition for talents in the REIT management industry, the Managers are of the view that it is in the interests of Stapled Securityholders to not make such disclosures so as to minimise potential staff movement and undue disruption to its key management team; (b) the need to balance the confidential and commercial sensitivities associated with remuneration matters, the Managers are of the view that such disclosures could be prejudicial to the interests of Stapled Securityholders; (c) the importance of retaining competent and experienced staff to ensure CLAS’ stability and continuity of business operations, the Managers are of the view that such disclosures may subject the Managers to undue risks, including unnecessary key management turnover; and (d) there being no misalignment between the remuneration of the KMP and the interest of Stapled Securityholders. Their remuneration is not borne by CLAS as they are paid out from the fees that the Managers receive, the quantum and basis of which have been disclosed to Stapled Securityholders in this Report. Corporate Governance
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