CORPORATE GOVERNANCE STATEMENT
Remuneration Committee (“RC”)
Principle 7: Procedures for Developing Remuneration Policies
The RC was formed to achieve this formal and transparent process to evaluate the remuneration
packages of the directors and key management personnel. It comprises three Independent and
Non-executive Directors, namely:
Tan Chin Nam
Chairman
Mark Anthony James Vaile
Member
Lim Hwee Hua
Member
The RC is responsible for:
• Reviewing and determining appropriate adjustments as well as approving the remuneration of the
Independent and Non-executive Directors, Executive Directors and key management personnel
• Administering any share incentive scheme implemented by the Company, and delegating the
day-to-day administration of such plan or scheme to such persons as the RC deems fit
• Assuming other duties (if any) that may be required of the RC under the 2012 Code, and by the
Listing Manual
• Considering the disclosure requirements for directors’ and key management personnel
remuneration as required by the 2012 Code
• Reviewing the Company’s obligations arising in the event of termination of the Executive Directors
and key management personnel
The RC meets at least once a year. In setting the remuneration packages, the RC takes into account
the pay and employment conditions within the industry and in comparable companies, as well as the
profitability of the Group as a whole, and individual performance. The RC is provided with access to
expert professional advice on remuneration matters as and when necessary. The expenses of such
services will be borne by the Company.
No director is involved in any discussion relating to his own remuneration, and terms and conditions
of service and the review of his own performance.
All directors are paid a fixed board fee and additional fees are payable to a director for appointment
as a chairman or member of a particular committee. The recommendations made by the RC in
relation to such board fees are subject to approval by the shareholders at the AGM.
The Company has no employee share scheme or any short/long term employee incentive scheme
in place.
Principle 8: Level and Mix of Remuneration
The level and structure of the Group’s remuneration policy are aligned with its long-term interest and
risk policies, as are appropriate to attract, retain and motivate directors to provide good stewardship,
as well as to retain and motivate key management personnel to successfully manage the Group.
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STAMFORD LAND CORPORATION LTD
ANNUAL REPORT 2013/2014
