text: How are performance 
  targets set and 
  assessed? 
  
  Individual performance targets are set by the identification of key achievements required by role in order to meet business objectives 
  determined for the upcoming assessment period in advance. The criteria for Key Management Personnel are recommended by the 
  Managing Director/CEO for sign off by the Remuneration Committee and in the case of the Managing Director/CEO, are recommended 
  by the Chairman by sign off by the Remuneration Committee. 
  The relative achievement at the end of the financial period is determined by the above authorities with final sign off by the Remuneration 
  Committee after confirmation of financial results and individual/company performance against established criteria. 
  The Remuneration Committee is responsible for assessing whether the KPIs are met. To assist in this assessment, the committee 
  receives detailed reports on performance from management which are verified by independent remuneration consultants if required. 
  The committee has the discretion to adjust STIs in light of unexpected or unintended circumstances. 
  
  How is the STI delivered? 
  STIs are paid in cash after the conclusion of the assessment period and confirmation of financial results/individual performance and 
  subject to tax in accordance with prevailing Australian tax laws. 
  
  What happens in the 
  event of cessation of 
  employment?  Unvested rights are forfeited on dismissal for cause. In all other termination circumstances any unvested rights granted in the year of the 
  cessation of employment are forfeited in the proportion that the remainder of the year bears to a full year. Unvested rights that are not 
  forfeited are retained by the participant and are subsequently tested for vesting at the end of the vesting period. 