3.2 Senior Executive Remuneration Benchmarks
In setting executive remuneration, the Committee references domestic and international industry benchmarks relevant to its
market sector, growth and value as well as the individual’s role and performance. Specific care is taken to ensure factors
specific to the niche data centre industry are taken into account and to seek to ensure NEXTDC is able to attract, motivate and
retain the right talent in the leadership team and more broadly. NEXTDC recognises that competitive pressures for top talent
arises both from competitors and major customers at a local and international level. Accordingly, NEXTDC considers the
following as fundamental factors in setting executive remuneration packages:
The individual’s contribution to long term revenue and EBITDA growth;
Their relevant industry knowledge, experience and connections; and
Domestic and international comparators with whom NEXTDC must compete for talent.
The Base Salary Package and TRP levels are set taking into account the above factors, as well as the surrounding market
conditions and sentiment, the trajectory of the company’s growth, strategic objectives, competency and skillset of individuals,
scarcity of talent, changes in role complexities and the geographical spread of the Company.
The Committee is of the view that first-class industry relationships are of critical importance in achieving exceptional financial
performance and long-term shareholder value. Accordingly, it will evaluate the TRP against both domestic and international
remuneration benchmarks when making its overall assessment.
3.3 Senior Executive Remuneration Mix
The Senior Executive remuneration mix refers to the proportion of remuneration that executives can receive as fixed versus
any variable “at risk” remuneration. Assuming performance is at a level at which incentives pay out in full, 64% of the TRP
remuneration received is performance related.
The graph below sets out the remuneration mix if maximum ince
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