2014 Remuneration 
 
Action Rationale 
Non-executive Director 
Compensation 
Increased total director base 
compensation during 2014 by 
approximately A$65,000 per 
Director. 
Based on market review of director 
compensation at peer group 
companies and to reflect the 
increasing complexity of the 
Company’s operations and therefore 
the related time commitment and 
performance expectations of the 
directors. 
 
AMED E 
Key Changes for 2015 
 
Action 
Fixed Remuneration No increases to Managing Director’s 
or KMP’s base salary.  
Cash Short-Term Incentive 
  
 
Short-Term Incentive payments 
earned for 2014 will be paid out in 
Restricted Stock Units during 2015 
instead of cash to reflect the current 
low commodity price environment 
and preserve liquidity. 
Equity Long-Term Incentive Long-Term Incentive RSUs to KMPs 
earned for 2014 will be paid out in 
2015 with 50% time based vesting 
and 50% vesting tied to Total 
Shareholder Return compared to the 
peer group over a three year period. 
Non-executive Director 
Compensation 
No increases to NED fees 
COMPENSATION (cont’d) 
B. Executive Summary 
 
What We Do: What We Don’t Do: 
 
• Pay for Performance – STI and LTI awarded is based on 
historical Company performance. 
 
• Enter into Egregious Employment Contracts – The 
Company does not enter into contracts containing multi -
year guarantees for salary increases, non -performance 
based bonuses or equity compensation. 
• Utilize a Quantitative Process for Performance Cash 
Bonuses – The Remuneration and Nominations 
Committee establishes Company performance measures 
and goals at the beginning of the performance year that 
are assigned individual weightings. In considering bonus 
awards for the year, the Committee scores the Company’s 
performance on each measure in arriving at an overall 
weighted score that determines the amount of any 
bonuses. 
• Provide Excessive Severance and/or Change in Control 
Provisions – Provisions do not require cash payments 
exceeding three times base salary plus target/average/last 
paid bonus; No liberal change in control definition in 
individual contracts or equity plans that could result in 
payments to executives without an actual change in 
control or job loss occurring. 
 
 
• Require Stock Ownership by Executive Officers – 
Board-adopted guidelines establish robust minimum stock 
ownership levels for our executive officers to ensure 
appropriate alignment with shareholders. 
• Provide Tax Gross-Ups – The Company does not include 
tax gross-up payments for any STI or LTI Plans. 
  
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