83 KENANGA INVESTMENT BANK BERHAD Annual Report 2022 Succession Plan Board and Board Committee The Board had, in October 2015, formalised the Board Succession Planning Framework (“Framework”) which outlines the guiding principles for effective succession planning, as well as the detailed procedure in ensuring smooth transition in the Board’s process and functioning as existing Directors leave and new ones come on board. This Framework is reviewed on a regular basis to ensure its alignment with the latest development in the relevant regulatory requirements, if necessary. Senior Management In July 2015, the Board had, upon the GNC’s recommendation, approved the Talent and Succession Management Framework and Methodology for the Group, which aims at ensuring ready successors for leadership positions capable of driving business growth and achieving the Group’s strategic business plan, ensuring a pool of qualified and competent staff prepared and ready to fill up critical positions within the Group as and when required; and ensuring effective development, engagement and retention of high potential employees. Non-Executive Directors’ Remuneration Framework The Company aims to set remuneration levels which are sufficient to attract and retain the Directors and Senior Management needed to operate the Company successfully, taking into consideration all relevant factors including the functions, workload and responsibilities involved, but without excessively overpaying to achieve its goal. Regarding the level of remuneration of the GMD and Senior Management personnel, it is deliberated by the GNC after giving due consideration to compensation levels of comparable positions of other similar companies in Malaysia. The GNC carries out the annual review of the overall remuneration policy for Directors, the GMD and Senior Management whereupon recommendations are submitted to the Board for approval. The GNC also reviews annually the performance of the GMD, Chief Executive Officers of the subsidiaries of the Company, as well as Senior Management and make appropriate recommendations to the Board for approval accordingly. The remuneration of GMD and Senior Management are made up of two (2) components i.e., fixed basic salary and a variable component comprising the annual discretionary performance bonus and share awards under the ESS. The share awards will only be vested upon the GMD and Senior Management meeting the agreed Key Performance Indicators. Details of such share awards are set out in Note 54 of the Financial Statements section of this Annual Report. For the Financial Year Ended 31 December 2022, the Directors and Shariah Committee Members are paid the annual fees and meeting allowances for each meeting of the Board, Board Committee or Shariah Committee that they have attended, as stated below. Financial Year Ended 31 December 2022 Fees Chairman of the Board RM520,000.00 Director RM270,000.00 Chairman of AC(1) RM60,000.00 Chairman of GNC/ GBRC/ GBDITC RM40,000.00 Chairman of Shariah Committee RM80,200.00 Member of AC/ GNC/ GBRC/ GBDITC RM30,000.00 Member of Shariah Committee(2) RM55,000.00 RM49,000.00 CORPORATE GOVERNANCE OVERVIEW STATEMENT
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