Page 72 - S P Setia Annual Report 2013
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70 | corporate Governance S P SETIA BERHAD GROUP Annual Report 2013






CORPORATE GOVERNANCE STATEMENT (CONT’D)








1.12 Directors’ training

All Directors have attended the Mandatory Accreditation Programme prescribed by Bursa Securities. During the fnancial year,
Directors and Senior Management attended the following training programmes and seminars to further broaden their perspective,
skills, knowledge and to keep abreast with the relevant changes in law, regulations and the business environment :-

(1) Enhanced Understanding of Risk Management and Internal Control;
(2) Advocacy Sessions on Corporate Disclosure for Directors of Listed Issuers;
(3) Bursa Malaysia’s Focus Group for Board of Directors : Bursa Malaysia’s Revised Corporate Governance Guide;
(4) Board Chairman’s Series : The Role of the Chairman;
(5) Nomination Committee Programme;
(6) Sustainability Training for Directors and Practitioners; and
(7) Launch of Statement on Risk Management and Internal Control- Guidelines for Directors of Listed Issuers.

The Directors will continue to undergo other relevant training programmes and seminars from time to time as they consider
necessary to equip themselves with the relevant knowledge and ideas to discharge their duties effectively.



2.0 Directors’ remuneration

The Company’s remuneration policy for Directors is designed to enable the Company to attract and retain experienced and knowledgeable
individuals of the caliber needed to support the Company’s ambitious expansion plans in line with its overall objective of delivering
long-term value to its shareholders. The remuneration packages are structured to incentivize and encourage creativity and innovation
appropriate for a property, infrastructure and construction company.

2.1 remuneration Procedures

The Remuneration Committee, consisting wholly of Independent Non-Executive Directors, recommends to the Board the
remuneration package for the Executive Directors. The remuneration package for Executive Directors is structured on the basis
of linking rewards to corporate and individual performance. Performance is measured against the results achieved by the Group
and individual achievement against targets set at the beginning of each year. It is the ultimate responsibility of the entire Board to
approve the remuneration of these Directors with the Executive Directors concerned abstaining from deliberations and voting on
their own remuneration.

In the case of Non-Executive Directors, the remuneration package is determined by the Board as a whole, based on the experience
and level of expertise and responsibilities undertaken by the Non-Executive Directors concerned. The respective Non-Executive
Directors will abstain from discussing their own remuneration.

2.2 remuneration Package

The remuneration package of Directors is as follows:-

(a) Basic salary

The basic salary (inclusive of statutory employer’s contributions to the Employees Provident Fund) for each Executive Director
is recommended by the Remuneration Committee, taking into account the individual responsibility, contribution, performance,
and additional responsibilities of the Directors, as well as the market-rate for similar positions in comparable companies.
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