Details of remuneration 2025 KMP Remuneration Focus Areas The Approach to FY25 KMP Executive remuneration remains consistent with FY24 Executive Remuneration policy, in that it seeks to motivate individuals who actively engage with, and excel in a high-performance culture. It also ensures, alignment with the Group’s overall strategic objectives. This approach aims to: – attract, reward and motivate Executives based on their position and responsibility relative to business scale and complexity; – provide competitive remuneration practices appropriate to the Group’s needs; and – drive execution of the Group’s strategy In FY25, Melbana recalibrated its executive remuneration framework to support its progression from exploration activities toward field development and initial production operations. This included a market-informed adjustment to fixed remuneration and a rebalanced mix of at-risk components designed to encourage delivery of near-term development milestones. These changes recognise the growing scale and complexity of the business and place greater emphasis on aligning executive outcomes with the successful advancement of the Company’s development and production objectives, while continuing to build long-term shareholder value. In FY25, the overall structure of executive remuneration, comprising fixed remuneration together with short-term and long-term incentive components, remained unchanged. Within this framework, the variable components placed greater focus on performance measures linked to progressing field development, achieving early production targets, and advancing marketing and sales arrangements. This approach ensures executive outcomes remain closely aligned with the Company’s transition toward becoming a revenue-generating producer, while maintaining a long-term focus on building shareholder value. Amounts of remuneration Post Employment Short-term benefits Benefits Long-term Benefits 30-Jun-25 Salary and fees $ Cash Bonus $ Superannuation $ Long Service Leave $ Equity Settled $ Total $ Non-Executive Directors: Michael Sandy 100,000 – – – – 100,000 Peter Stickland 100,000 – – – – 100,000 Executive Director: Andrew Purcell 552,500 124,313 29,168 – – 705,981 Key Management: Uno Makotsvana 413,780 117,166 29,320 – – 560,266 Christopher Thompson 400,000 – 29,320 – – 429,320 Duncan Lockhart 426,572 66,368 30,497 – – 523,437 1,992,852 307,847 118,305 – – 2,419,004 The Executive Director’s Cash Bonus was paid in the reporting period and related to an award of 22.5% of the maximum possible STI for the financial year ended 30 June 2025. The short-term incentives relate to FY24 performance objectives, the outcome for FY25 performance objectives is still under review. Remuneration Report (audited) continued 30 Melbana Energy Limited Annual Report 2025
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