Remuneration
report
Background statement and governance
Remuneration committee
All members of the Remuneration Committee are independent non-executive directors. The committee is chaired by Antonios Djakouris and other members of the committee are David Salter, Carol Bell and Roger Davey.
The responsibilities and duties of the Remuneration Committee are governed by the terms of reference that incorporate best practice.
While the Group Remuneration Committee establishes, maintains, reviews and governs the Group's remuneration policy, it focuses mainly on the remuneration of executive directors, executives and senior management. The Remuneration Committee considers the remuneration framework of the Executive Chairman, Chief Executive Officer, Chief Finance Officer and other members of the executive management of the Company and its subsidiaries, with reference to international and local benchmarks.
The committee also considers the rules and performance requirements for the Group-wide cash bonus scheme, allocations in terms of the Group's long-term incentive schemes, discretionary bonuses and certain other employee benefits and schemes.
Both internal and external factors are taken into account in determining the remuneration framework, to ensure ongoing relevance and appropriateness in the context of the macro-economic climate and the Group's business objectives, amongst others:
- inflation
- commodity prices
- bargaining unit negotiations and settlements in the industry
- production
- position on the cost curve
- profitability and cash flows
- skills availability and retention
- individual productivity and key performance indicators.
The committee is satisfied with the prevailing policies and structure and no changes to the remuneration policy are proposed.
During the year, the committee
- reviewed various aspects of the Group's remuneration policy, structure, and performance-based remuneration schemes
- considered the fixed total guaranteed packages and variable short-term and long-term incentives of executive management against market data of a comparator group comprising companies with a similar profile to Tharisa from an investor's point of view
- approved annual increases for all employment levels outside of the bargaining unit
- reviewed and approved targets for the cash bonus scheme
- reviewed and approved the vesting conditions for the awards made in terms of the Group's long-term incentive scheme
- approved new awards in terms of the incentive scheme.
Members of the committee are entitled to seek independent professional advice on any matter pertaining to the Company and the Group, at the Company's expense.
The terms of reference for the Remuneration Committee, as approved by the Board, are available on the Company's website.
The committee met three times during the year under review.
Non-binding advisory vote
In terms of King IV recommendations, and the JSE Listings Requirements, the Company's remuneration policy and the remuneration implementation report, as detailed in this report, must be tabled for two separate non-binding advisory votes at every AGM. The purpose of the non-binding advisory votes is to enable shareholders of the Company to express their views on the Group's remuneration policy, and on its implementation.
The remuneration policy, as described in the Company's 2017 Annual Report, received the support of 95.22% of votes exercised at the AGM held on 10 January 2018. Shareholders are thanked for their continued support of the Group remuneration policy. Shareholders' contributions on the remuneration policy have been considered and will continue to be assessed for incorporation into the remuneration policy where these contributions enhance and align with the Group's strategy.
Shareholders will again have the opportunity to vote on the remuneration policy and its implementation at the next AGM, scheduled to be held on 23 January 2019. It is the recommendation of the Remuneration Committee and the Board that the remuneration policy and implementation report be approved.
Group remuneration policy
Objective and philosophy
The objective of the Group's remuneration policy is to establish responsible, fair and equitable reward, which does not discriminate on the basis of race, gender, sex, pregnancy, marital status, family responsibility, ethnic or social origin, colour, sexual orientation, age, disability, religion, HIV status, conscience, belief, political opinion, culture, language, birth or on any other arbitrary ground.
The Group's remuneration policy reflects the dynamics of the market and the context in which the Group operates. The policy plays a vital role in attracting, motivating and retaining high-calibre human resources with the necessary skills to effectively manage operations and grow the business, creating a strong performance-orientated environment and aligning employee interests with those of the Group's stakeholders in order to achieve the Group's strategic objectives and to promote an ethical culture and responsible citizenship among all Group companies and employees.
Furthermore, it aims to encourage and support a high performance and safety conscious culture while remaining flexible and adaptable to changes in the business and the market in which the Group operates. The Group regularly refers to independent remuneration surveys and benchmarks.
The remuneration policy applies to all employees who are permanently employed and is not applicable to employees of third-party contractors. The policy seeks to set out principles and practices around the management of employee remuneration.
Executive and employee remuneration comprises fixed and variable components, including:
- a fixed basic annual package, including benefits
- variable performance bonuses
- ownership of shares through participation in the long-term incentive scheme.
The Group aims to create and enforce a high-performance culture that motivates employees to achieve more than just satisfactory levels of performance by differentiating between excellent and mediocre performance. By ensuring that employees are recognised and rewarded for their performance in a fair and equitable manner, the Group strives to remunerate employees equitably according to the value they contribute to the Group.
Some 65% of Tharisa Minerals' eligible employees are members of AMCU. Tharisa Minerals has a recognition agreement with AMCU, which gives the union full organisational rights. Accordingly, all unionised employees' salary levels, annual increases and allowances are negotiated on a collective basis. Further information on labour relations can be found here.
Fixed remuneration
Guaranteed cost-to-company (fixed) remuneration packages and benefits (guaranteed pay) are determined per job grade, set at a competitive level by benchmarking prevailing market rates in the mining industry and are reviewed on an annual basis. The objective is to set levels of fixed remuneration for South African employees based on the 50th percentile for mining companies in South Africa and the 75th percentile for all companies nationally in South Africa, the purpose being to broaden the sample size and to include mining areas situated outside of the major mining economic hubs. The mining industry is, however, a very competitive market with a scarcity of appropriate skills and top-end salary scales are often paid to attract and retain critical skills. The guaranteed cost-to-company remuneration consists of a cash component (basic salary) plus certain benefits, which, depending on the employing company, include compulsory membership of the Group provident fund, which includes risk benefits such as life, disability, funeral and dread disease cover, and the Group's medical aid scheme. Various other allowances are paid at certain job levels or to certain job categories.
Salaries are reviewed annually, taking into consideration the economic environment, country inflation, overall business and financial performance of the Group, affordability, market trends, individual merit and scarcity of skill.
Variable remuneration
Short-term and long-term incentives are geared to a number of performance factors in the business and achievement of individual performance, and do not form part of guaranteed remuneration. The remuneration philosophy establishes accountability by linking total reward to business objectives and execution thereof, in a fair and transparent manner in a bid to find a balance between shareholder return requirements, affordability and incentivisation. Actual participation in both short-term and long-term incentive schemes remains subject to approval by the Remuneration Committee.
Short-term cash bonus scheme
The Group has implemented a short-term cash bonus scheme for all bands of employees. The primary purpose of the cash bonus scheme is to create a culture of zero tolerance concerning non-compliance with safety requirements in supporting injury free, sustainable operations. A further objective of the bonus scheme is to reward superior performance, drive a culture of cost efficiency, and enhance teamwork and productivity.
Throughout all employee grades, the cash bonus is calculated at 15% of the individual employee's guaranteed annual remuneration package for on-target performance, capped at a maximum of 25% of the employee's guaranteed remuneration package for 'stretch' performance. These bonuses are not guaranteed, but are dependent on the achievement of safety standards and are payable only upon the achievement of production targets and personal performance standards. The quantum of bonuses is calculated in terms of a number of different bonus formulae, specific to an individual's area and band of employment. The bonus formulae include a number of factors, with varying weighting, among others:
- safety and fatality factors, which take into account the number of lost-time injuries (LTIs) and fatalities at the Tharisa Mine during the bonus period
- the value-added factor applicable to employees, which is a combined calculation of the performances of a number of measures relating to the mining and processing plants at the Tharisa Mine compared to budget, such as reef tonnes delivered to ROM pad, chrome feed grade and PGM feed grade, tonnes milled, plant running time, chrome recoveries, PGM recoveries with a different percentage being allocated to threshold, on-target and exceptional performance, and a zero percentage being applied for unacceptable performance
- the KPI factor, which is dependent on the individual's performance assessment for the applicable bonus period
- the profit factor, which is determined with reference to the achievement of a specified EBITDA for the applicable bonus period as determined by the Remuneration Committee
- the disciplinary factor, which is determined with reference to the aggregate number of written warnings received by an individual as a result of misconduct in terms of the Group's policies and procedures.
In addition to the fatality and safety factors, the bonus formula for executive management includes the performance factor applicable to executive management, which is dependent on:
- the executive's KPI factor
- the value-added factor for executive management, which is measured with respect to the achievement of annual Group consolidated EBITDA against budget for the bonus period, with a different percentage being allocated to on-target and exceptional performance, and zero percentage being allocated for unacceptable performance.
The bonuses are payable bi-annually in arrears for executive management, quarterly in arrears for senior management, management and employees graded Paterson band E2 and above, and monthly in arrears for employees of bands E1 and below.
An employee will not be entitled to any bonus in the event that prior to the payment date, the employee had been suspended pending a disciplinary enquiry or had been given a final written warning in terms of the employer company's policies and procedure in the quarter applicable to the bonus.
If an employee ceases to be employed before the payment date of the cash bonus, the bonus will be forfeited.
However, if an employee's employment with any employer company terminates before the end of the quarter applicable to the bonus due to death, ill-health, injury or disability as established to the satisfaction of the Remuneration Committee, retirement, retrenchment, or such other reason provided for in the rules of the cash bonus scheme, such employee will qualify for a pro rata bonus, based on the number of days served in the relevant bonus period.
The Remuneration Committee reviews and approves targets to ensure that they are fair and transparent and that they support the aim to achieve maximum shareholder return.
Long-term incentives
The design and implementation of the Tharisa Share Award Plan was approved by shareholders on 13 March 2014.
The purpose of the Share Award Plan is:
- to act as a retention tool
- to incentivise selected employees within the Group by rewarding the long-term sustained performance required for the ongoing performance and growth of the Group
- to align management interests with those of shareholders.
This is achieved by attaching a number of performance conditions of different weighting to the vesting of the conditional awards and appreciation rights awarded to various employees at Paterson grade C5 and above, including:
- the achievement of certain minimum safety standards to reinforce the Tharisa Group's emphasis on safety and the strive for a zero harm work environment, the vesting of all tranches of the conditional awards and appreciation rights awarded in terms of the Share Award Plan being conditional upon there being no fatality at the Tharisa Mine during the vesting period
- continued employment in good standing
- the achievement of certain PGM and chrome concentrate production metrics
- the achievement of the individual key performance metrics set for the individual participant
- the achievement of certain financial metrics.
The number of awards and the performance conditions attached thereto are determined by the Remuneration Committee at the date of grant and included in the notice of the award.
Under the Share Award Plan, the following awards may be made:
- Conditional awards, which are conditional awards of a specified number of shares in the Company, contingent on the achievement of performance conditions established by the Remuneration Committee. The vesting dates for these awards are also established by the Remuneration Committee and vesting takes place in three equal tranches
- Appreciation rights, which are rights to receive such number of shares in the Company equal to the increase in the market price of such shares on the JSE between the date of grant and the date of exercise of the award. The award may be exercised between the vesting date as set by the Remuneration Committee and the fifth anniversary of the date of grant. Vesting of appreciation rights may also be contingent upon the achievement of performance conditions set by the Remuneration Committee and vesting takes place in two equal tranches.
The Share Award Plan makes provision for the partial vesting of awards in the event of a participant ceasing to be in the employ of the Group due to death, injury, disability, ill-health, redundancy or retirement and in the event of certain corporate actions, including an offer to acquire the entire share capital of the Company, a scheme of arrangement, restructuring and voluntary winding up of the Company. Provided that the performance and safety metrics are met, the vesting is pro rated based on the number of days served during the relevant vesting period under these circumstances. The Share Award Plan does not currently make provision for post-vesting forfeiture of vested conditional awards or appreciation rights.
The Share Award Plan also makes provision for individual participant and plan limits. On an individual basis, the aggregate number of shares realisable by any individual participant may not exceed 1 273 903 shares, being 0.5% of the ordinary issued share capital at the date of approval of the Share Award Plan. Similarly, the aggregate number of shares that can be issued to all participants, is limited to 12 739 032 shares, being 5% of the ordinary issued share capital at the date of approval of the Share Award Plan.
Treasury shares
Vested awards may at the election of the Remuneration Committee be either share settled or cash settled as provided in the rules of the Share Award Plan. To date, the preferred approach has been to issue treasury shares to settle vested awards.
During the financial year, the Company transferred 889 703 ordinary shares from its treasury shares account to satisfy the vesting of the conditional awards and exercise of appreciation rights by the participants of the Share Award Plan. Following these transactions, 260 902 429 shares have voting rights and 4 097 571 were held in treasury at 30 September 2018.
Executive directors
Each director should be remunerated fairly and the remuneration paid to each director should take into account the individual director's level of responsibility, skills and experience. All executive directors have employment contracts, are remunerated in accordance with their function and position, and are not remunerated for their roles as directors.
Executive directors are subject to the Group's standard terms and conditions of employment with notice periods being six months. In line with the remuneration guidelines of King IV, no executives have extended employment contracts or special termination benefits. Should the Group elect to invoke the non-compete provisions of the employment contracts on termination, payments linked to the duration of the non-compete will be made.
The executive directors are eligible to participate in the short-term cash bonus scheme and long-term incentives in terms of the Share Award Plan.
Remuneration of key positions such as Chief Executive Officer and Chief Finance Officer is determined by making reference to remuneration surveys and benchmarking to peer companies in the mining sector for companies listed on the JSE and the LSE.
While ensuring that the total remuneration of executive management remains fair and reasonable in the context of the achievement of the Group's strategic objectives, the Remuneration Committee is committed to reviewing and monitoring the overall Group remuneration and wage gap.
There is currently no minimum shareholding requirement for executive directors and executive management.
Non-executive directors
Appointment of non-executive directors is governed by the Company's Articles of Association and the terms of appointment are set out in a formal letter of appointment. The initial term of appointment is three years and appointment can be extended thereafter. Continuation of appointment is conditional upon satisfactory performance, retirement by rotation and re-election at annual general meetings as required by the Articles of Association.
Appointment as a non-executive director may be terminated at any time by the Company in accordance with the Articles of Association and Cypriot Companies Law, or upon resignation. Upon termination of the appointment or resignation as a director for any reason, non-executive directors are not entitled to any damages for loss of office and no fee is payable in respect of any unexpired portion of the term.
Non-executive directors are entitled to receive fees for their time, responsibilities and services as non-executive directors. An annual fee is paid to all directors and additional fees are paid based on membership and chairmanship of Board committees. Non-executive directors' fees are determined by the Board and are payable quarterly in arrears. Non-executive directors are not entitled to bonuses or to participate in the Group's short-term and long-term incentives. The office as a non-executive director is not pensionable.
Following a benchmarking exercise comparing the Company's non-executive directors' fees with those of medium cap resources companies listed on the JSE, non-executive directors' fees paid to directors of LSE listed companies and taking into account the rates of inflation in the United Kingdom and Cyprus, the Board agreed to maintain the non-executive directors' fees for the 2019 financial year as follows:
| US$ | FY2019 | FY2018 | |
|---|---|---|---|
| Annual fee | 42 500 | 42 500 | |
| Committee chairman | 25 000 | 25 000 | |
| Committee member | 18 000 | 18 000 |
No changes to the remuneration policy are proposed.
Remuneration implementation report
Long-term incentives
2014 award
The first awards under the Share Award Plan were made on 9 April 2014, comprising both conditional awards and appreciation rights. These awards were conditional on the listing of the Company on the JSE and the participant remaining employed by the Group at the time of vesting. The conditional awards vested in three tranches on 19 June 2015, 14 June 2016 and 30 June 2017 respectively and the appreciation rights vested in two tranches on 19 June 2015, and 14 June 2016 respectively. The Company issued the requisite number of shares to satisfy its obligations under the Share Award Plan on 26 June 2015, 30 June 2016 and 13 July 2017 respectively. All the tranches of the 2014 award have vested.
2015 award
The second awards under the Share Award Plan were made on 30 June 2015, comprising both conditional awards and appreciation rights. The vesting of these awards was subject to:
- There being no fatality at the Tharisa Mine during the vesting period. In the event of a fatality occurring during a particular vesting period, the vesting for that tranche is forfeited.
- Subject to there being no fatality during a vesting period, the vesting of each tranche is subject to the following conditions, as determined on the date of the awards:
- 33.34% of the vesting is conditional upon the participant's continued employment in good standing
- 33.33% of the vesting is conditional on the achievement of certain PGM production metrics
- 33.33% of the vesting is conditional on the achievement of certain chrome concentrate production metrics.
These performance conditions for the performance period, being 1 July to 30 June for each vesting period, were measured at each vesting date and applied to the tranche which was eligible for vesting at that date.
As a consequence of the fatality that occurred on 28 September 2015, the vesting of the first tranche of the 2015 awards granted on 30 June 2015 was forfeited.
The second tranche of the conditional awards vested on 30 June 2017 and the second and final tranche of the appreciation rights vested on the same date. The final tranche of the conditional awards vested on 30 June 2018. The Company issued the requisite number of shares to satisfy its obligations under the Share Award Plan on 13 July 2017 and 29 June 2018 respectively. All the tranches of the 2015 award have now vested.
2016 award
The third awards under the Share Award Plan were made on 30 June 2016, comprising both conditional awards and appreciation rights. The vesting of these awards for eligible and participating employees other than executive directors and members of the Group executive management is subject to:
- There being no fatality at the Tharisa Mine during the vesting period. In the event of a fatality occurring during a particular vesting period, the vesting for that tranche is forfeited.
- Subject to there being no fatality during a vesting period, the vesting of each tranche is subject to the following conditions, as determined on the date of the awards:
- 33.34% of the vesting is conditional upon the participant's continued employment in good standing
- 33.33% of the vesting is conditional on the achievement of certain PGM production metrics
- 33.33% of the vesting is conditional on the achievement of certain chrome concentrate production metrics.
Vesting conditions for executive directors and members of the Group executive management are as follows:
- There being no fatality at the Tharisa Mine during the vesting period. In the event of a fatality occurring during a particular vesting period, the vesting for that tranche is forfeited.
- Subject to there being no fatality during a vesting period, the vesting of each tranche is subject to the following conditions, as determined on the date of the awards:
- 65.0% of the vesting is conditional upon the achievement of the individual key performance metrics set for the participant.
- 17.5% of the vesting is conditional on the achievement of certain PGM production metrics.
- 17.5% of the vesting is conditional on the achievement of certain chrome concentrate production metrics.
These performance conditions for the performance period, being 1 July to 30 June for each vesting period, are measured at each vesting date and applied to the tranche which was eligible for vesting at that date.
The first and second tranches of both the conditional awards and appreciation rights vested on 30 June 2017 and 30 June 2018 respectively. The Company issued the requisite number of shares to satisfy its obligations under the Share Award Plan on 13 July 2017 and 29 June 2018.
2017 award
The fourth awards under the Share Award Plan were made on 30 June 2017, comprising both conditional awards and appreciation rights. The vesting of these awards is subject to:
- There being no fatality at the Tharisa Mine during the vesting period. In the event of a fatality occurring during a particular vesting period, the vesting for that tranche is forfeited.
- Subject to there being no fatality during a vesting period, the vesting of each tranche is subject to the following conditions, as determined on the date of the awards:
- 33.34% of the vesting is conditional upon the participant's continued employment in good standing
- 33.33% of the vesting is conditional on the achievement of certain PGM production metrics
- 33.33% of the vesting is conditional on the achievement of certain chrome concentrate production metrics.
These performance conditions for the performance period, being 1 July to 30 June for each vesting period, are measured at each vesting date and applied to the tranche which was eligible for vesting at that date.
The first tranches of both the conditional awards and appreciation rights vested on 30 June 2018. The Company issued the requisite number of shares to satisfy its obligations under the Share Award Plan on 29 June 2018.
2018 award
The fifth awards under the Share Award Plan were made on 30 June 2018, comprising both conditional awards and appreciation rights. The vesting of these awards is subject to:
- There being no fatality at the Tharisa Mine during the vesting period. In the event of a fatality occurring during a particular vesting period, the vesting for that tranche is forfeited.
- Subject to there being no fatality during a vesting period, the vesting of each tranche is subject to the following conditions, as determined on the date of the awards:
- 33.33% of the vesting is conditional upon the participant's continued employment in good standing
- 16.67% of the vesting is conditional on the achievement of certain PGM production metrics
- 16.67% of the vesting is conditional on the achievement of certain chrome concentrate production metrics
- 33.33% of the vesting is conditional on the achievement of certain financial metrics (measured against budgeted EBITDA of Tharisa Minerals for employees in Paterson band D and lower, and measured against budgeted EBITDA of the Tharisa Group for executive directors, Group executive management and employees in Paterson band E and higher).
These performance conditions for the performance period, being 1 July to 30 June for each vesting period, are measured at each vesting date and applied to the tranche which was eligible for vesting at that date.
The Remuneration Committee will consider further awards on an annual basis in terms of the approved Share Award Plan.
Executive directors' remuneration
| US$'000 | Basic salary | Expense allowance | Provident fund contributions and risk benefits | Share-based payments | Bonus paid |
Total 2018 |
Total 2017 | ||
|---|---|---|---|---|---|---|---|---|---|
| L Pouroulis | 549 | 0 | 0 | 476 | 253 | 1 278 | 914 | ||
| P Pouroulis | 443 | 9 | 46 | 404 | 233 | 1 135 | 787 | ||
| M Jones | 369 | 0 | 37 | 356 | 214 | 976 | 678 |
US$'000
|
L Pouroulis |
L Pouroulis |
M Jones |
|
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 |
 |
 |
 |
Non-executive directors' fees for the year under review
| US$'000 | Annual fee | Audit Committee | Nomination Committee | Remuneration Committee | SHE Committee | Other in Group companies | Total 2018 | Total 2017 | ||
|---|---|---|---|---|---|---|---|---|---|---|
| JD Salter | 43 | 18 | 25 | 18 | 25 | 53 | 182 | 181 | ||
| A Djakouris | 43 | 25 | 18 | 25 | 18 | — | 129 | 129 | ||
| OM Kamal | 43 | 18 | — | — | — | — | 61 | 61 | ||
| C Bell | 43 | 18 | — | 18 | 18 | — | 97 | 97 | ||
| J Ka Ki Cheng | 43 | — | — | — | — | — | 43 | 28 | ||
| RO Davey | 43 | — | — | 18 | 18 | — | 79 | 26 | ||
| ZL Hong* | 21 | — | — | — | — | — | 21 | — |
* Appointed 1 April 2018
The Risk Committee comprises all members of the Board and does not carry a fee. The Social and Ethics and the New Business committees do not carry a fee.
Other disclosures
No payments were made in relation to loss of office during FY2018 nor were any payments made to any former directors.
Executive directors' interests in the Tharisa Share Award Plan
| Conditional awards | As at 30 September 2018 | |||||||
| Director and offer date | Opening balanceof unvestedawards | Market value at date of award ZAR | Allocated | Value at date of award ZAR | Vested* | Vesting price ZAR | Forfeited | Total unvested |
|---|---|---|---|---|---|---|---|---|
| L Pouroulis | ||||||||
| 30 June 2015 | 105 590 | 6.44 | 105 590 | 18.00 | — | |||
| 30 June 2016 | 268 204 | 10.14 | 134 102 | 18.00 | 134 102 | |||
| 30 June 2017 | 321 588 | 17.53 | 107 196 | 18.00 | 214 392 | |||
| 30 June 2018 | 264 138 | 17.96 | 264 138 | |||||
| Total | 695 382 | 264 138 | 346 888 | 612 632 | ||||
| P Pouroulis | ||||||||
| 30 June 2015 | 87 991 | 6.44 | 87 992 | 18.00 | — | |||
| 30 June 2016 | 223 503 | 10.14 | 111 752 | 18.00 | 111 751 | |||
| 30 June 2017 | 282 882 | 17.53 | 94 294 | 18.00 | 188 588 | |||
| 30 June 2018 | 239 592 | 17.96 | 239 592 | |||||
| Total | 594 376 | 239 592 | 294 038 | 539 931 | ||||
| M Jones | ||||||||
| 30 June 2015 | 79 193 | 6.44 | 79 792 | 18.00 | — | |||
| 30 June 2016 | 201 153 | 10.14 | 100 577 | 18.00 | 100 576 | |||
| 30 June 2017 | 238 212 | 17.53 | 79 404 | 18.00 | 158 808 | |||
| 30 June 2018 | 193 476 | 17.96 | 193 476 | |||||
| Total | 518 558 | 193 476 | 259 173 | 452 860 | ||||
* At 30 September 2018 these shares have not been transferred to the directors yet
| Appreciation rights | As at 30 September 2018 | |||||||||
| Director and offer date | Opening balance of unvested awards | Market value at date of award ZAR | Allocated | Value at date of award ZAR | Vested | Exercised | Total vested but not exercised | Forfeited | Total unvested | |
|---|---|---|---|---|---|---|---|---|---|---|
| L Pouroulis | ||||||||||
| 9 April 2014 | 38.00 | 80 526 | ||||||||
| 30 June 2015 | 6.44 | 79 192 | ||||||||
| 30 June 2016 | 201 153 | 10.14 | 201 153 | 402 306 | ||||||
| 30 June 2017 | 321 588 | 17.53 | 160 794 | 160 794 | 160 794 | |||||
| 30 June 2018 | 264 138 | 17.96 | 264 138 | |||||||
| Total | 522 741 | 264 138 | 361 947 | 722 818 | 424 932 | |||||
| P Pouroulis | ||||||||||
| 9 April 2014 | 38.00 | 67 105 | ||||||||
| 30 June 2015 | 6.44 | 65 993 | ||||||||
| 30 June 2016 | 167 627 | 10.14 | 167 627 | 335 255 | ||||||
| 30 June 2017 | 282 882 | 17.53 | 141 441 | 141 441 | 141 441 | |||||
| 30 June 2018 | 239 592 | 17.96 | 239 592 | |||||||
| Total | 450 509 | 239 592 | 309 068 | 609 794 | 381 033 | |||||
| M Jones | ||||||||||
| 9 April 2014 | 38.00 | 60 394 | ||||||||
| 30 June 2015 | 6.44 | 59 394 | ||||||||
| 30 June 2016 | 150 865 | 10.14 | 150 865 | 301 730 | ||||||
| 30 June 2017 | 238 212 | 17.53 | 119 106 | 119 106 | 119 106 | |||||
| 30 June 2018 | 193 476 | 17.96 | 193 476 | |||||||
| Total | 389 077 | 193 476 | 269 971 | 540 624 | 312 582 | |||||