129 ANNUAL REPORT 2025 Corporate Governance LEVEL AND MIX OF REMUNERATION Principle 7: The level and structure of remuneration of the Board and key management personnel are appropriate and proportionate to the sustained performance and value creation of the company, taking into account the strategic objectives of the company. DISCLOSURE ON REMUNERATION Principle 8: The company is transparent on its remuneration policies, level and mix of remuneration, the procedure for setting remuneration, and the relationships between remuneration, performance and value creation. ROLES AND RESPONSIBILITIES OF THE NRC The NRC plays an important role in ensuring a formal and transparent procedure for developing policy on executive remuneration and for determining the remuneration packages of individual Directors and key management personnel. It devises the appropriate attraction, recruitment, motivation and retention of talents which are qualified and valuable to UHREIT through competitive remuneration and progressive policies to achieve UHREIT’s goals and to deliver sustainable Unitholder value, distribution income as well as growth in total returns. The ToR setting out the scope and authority in performing the functions of the NRC include assisting the Board in matters relating to: • reviewing and recommending to the Board a general framework of remuneration for the Board and the KMP; • reviewing, developing policies for fixing of, and recommending to the Board the remuneration packages for each Director as well as for the KMP; • reviewing the remuneration policy of the Manager to ensure the policy meets its stated objectives having regard to the performance of UHREIT and other considerations; and • reviewing UHREIT’s obligations arising in the event of termination of NEDs and KMP’s contracts of service and ensuring that such contracts of service contain fair, equitable and reasonable termination clauses which are not overly generous. The NRC seeks to ensure that the remuneration paid to the Directors and KMP of the Manager are closely linked to the achievement of corporate and individual performance targets which are aligned with the interests of the Unitholders and other stakeholders. The performance targets approved by the Board at the start of each year are set with the purpose of motivating a high degree of business performance, with an emphasis on both short and long term quantifiable goals. Such goals cover various aspects of UHREIT’s performance, including its financial performance, operations related performance, management of compliance and enterprise risks, sustainability issues, investor relations and human resource related performance. At the close of each financial year, the NRC reviews the achievements of the Manager against the targets set whilst taking into consideration qualitative factors such as the business environment, regulatory landscape and industry trends. Based on this review, the NRC approves a bonus pool that commensurate with the performance achieved. Where necessary, the Board modifies the framework of remuneration to align the Manager’s compensation with the interests of the Unitholders. There were no termination, retirement and post-employment benefits granted to Directors, the CEO or the Chief Financial Officer (“CFO”) during FY2025.
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