Qantas 2005 Annual Report Download - page 62

60
DIRECTOR AND EXECUTIVE REMUNERATION DISCLOSURES continued
REMUNERATION OF SPECIFIED EXECUTIVES FOR THE YEAR ENDED 30 JUNE 2005 continued
3 Equity Benefits PSP PRP Sen Mgr LTI QLTEIP Total
Year $ $ $ $ $
Denis Adams 2005 88,083 55,966 80,466 – 224,515
2004 – 22,122 80,397 48,972 151,491
Fiona Balfour 2005 75,500 48,444 47,338 – 171,282
2004 – 18,961 50,013 23,917 92,891
John Borghetti 2005 138,416 73,415 92,032 – 303,863
2004 – 25,282 92,096 48,972 166,350
Kevin Brown 2005 88,083 51,752 69,937 55,417 265,189
2004 – 18,961 71,811 133,000 223,772
Grant Fenn 2005 88,083 59,275 69,168 – 216,526
2004 – 22,122 69,504 48,972 140,598
Alan Joyce 2005 81,818 39,768 34,673 – 156,259
2004 – – – – –
Total 2005 559,983 328,620 393,614 55,417 1,337,634
2004 – 107,448 363,821 303,833 775,102
Directors’ and Officers’ liability insurance has not been included in the above figures since it is not possible to determine an appropriate
allocation basis.
Performance Related Remuneration FAR & Other1Total
Cash-
based Equity-based
Remuneration Components as a
Proportion of Total Remuneration PCP
PSP & Sen
Mgr LTI2
PRP &
QLTEIP Total
Geoff Dixon 23% 14% 6% 43% 57% 100%
Peter Gregg 21% 14% 3% 38% 62% 100%
Denis Adams 17% 13% 4% 34% 66% 100%
Fiona Balfour 14% 10% 4% 28% 72% 100%
John Borghetti 17% 12% 4% 33% 67% 100%
Kevin Brown 16% 10% 7% 33% 67% 100%
Grant Fenn 17% 11% 4% 32% 68% 100%
Alan Joyce 23% 8% 3% 34% 66% 100%
1
Other Remuneration consists of travel entitlements, the annual accrual of end of service payments and other benefits.
2 In the case of Mr Dixon and Mr Gregg, this was the 2002 Executive Director Long-Term Incentive Plan.
The total percentages are derived from the 2005 Remuneration tables on pages 58 to 59. As the Remuneration table is prepared on
an accrual basis and the equity benefit is valued at grant date in accordance with Accounting Standards, the percentages disclosed do
not reflect the annual allocation of performance related remuneration. To understand the target annual reward mixes of each of the
Executives, refer to the Executive Remuneration Philosophy and Objectives on page 51.
In accordance with the Corporations Amendment Regulations 2004 (No. 7) the following information is provided:
Cash Plan Incentive
Performance Remuneration
Affecting Future Periods1
Awarded Forfeited 2006 2007 2008
Geoff Dixon 115% 0% 374,302 134,738 –
Peter Gregg 115% 0% 276,993 143,737 62,894
Denis Adams 100% 0% 116,455 66,380 34,941
Fiona Balfour 90% 10% 76,942 39,927 17,471
John Borghetti 115% 0% 193,397 106,307 52,412
Kevin Brown 110% 0% 116,455 66,380 34,941
Grant Fenn 110% 0% 116,455 66,380 34,941
Alan Joyce 115%20% 116,455 66,380 34,941
1 Performance remuneration granted under the Performance Equity Plan for the 2004/05 year provides remuneration in future years. The maximum
value has been determined at grant date and amortised in accordance with the accounting standard. The minimum value of the grant is $nil should
performance conditions not be satisfied. Performance remuneration granted in prior years has not been included in the above disclosure. This disclosure
includes the 2005 Final Dividend payable on 28 September 2005 (and any related distributions payable by the Qantas Deferred Share Plan Trustee) but
does not include future dividends yet to be declared.
2 During the year Mr Joyce received a $100,000 milestone payment related to the establishment of Jetstar Airways. The remainder of his incentive
payment was paid at 115 per cent of target.
Spirit of Australia
~Directors’ Report~
for the year ended 30 June 2005