Integrated_Annual_Report_2026 - Flipbook - Page 156
DRIVING SUSTAINABLE
VALUE CREATION
SASOL AT A
GLANCE
INTRODUCTION
EXECUTING
STRATEGY
DELIVERING
BUSINESS VALUE
SUMMARISED FINANCIAL
PERFORMANCE
CORPORATE
GOVERNANCE
SUSTAINABILITY
REPORT
REMUNERATION
REPORT
ASSURANCE /
ADMINISTRATION
PART II: SECTION A – REMUNERATION POLICY CONTINUED
Overview of remuneration elements continued
Weighting used in
STI calculation
Group1
EXECUTIVE REMUNERATION
VARIABLE PAY
KPI Split
Short-term Incentive
Financial: In a range of 70% to 80%
100%
Non-financial: In a range of 20% to 30%
We apply a single STI plan based on a Group
Scorecard. The detailed targets and weightings in
the Group Scorecard are approved at the August
Committee meeting for the new financial year, ensuring
alignment with the strategic priorities. Target incentive
percentages are aligned with the market median.
Application
The Committee will annually determine the appropriate
split between financial targets and non-financial KPIs
which incorporate a focus on economic, social and
environmental objectives.
The CEO, subject to Committee approval, may
apply a discretionary modifier of between 50% and
150% at year-end. This mechanism is intended to
recognise the extent to which a BU has contributed
to or detracted from Group performance, particularly
in relation to free cash flow generation and the
achievement of sustainability objectives.
The absolute maximum of pay-outs is set at:
On-target
Max
CEO
115%
173%
CFO
90%
135%
Other GEC
members
X
Annual
TGP or
Base
Salary
75%
X
Role
Category
Target
Factor %
To safeguard the affordability of incentive outcomes,
the Committee will at the start of the new financial year,
determine the affordability guardrails considering the
prevailing business circumstances.
The Group Scorecard is designed to evaluate outcomes
against metrics set at threshold (0%); target (100%)
and stretch (150%). Where appropriate, a straight-line
between these points determines the final outcomes.
113%
–
Group
Performance
Factor
(0% – 150%)
The Group Scorecard contributes 100% to the STI
calculation (after the application of penalties or
moderation as appropriate).
Fatality Penalty
Factor
1
Group STI scorecard after the application of the fatality penalty as applicable
2
Could be modified at the discretion of the Committee
The Malus and Clawback Policy applies to all variable
pay awards, as does the Sasol Executive Compensation
Recovery Policy.
=
STI2
STI performance outcomes for FY26 are set out on page 166
SASOL INTEGRATED REPORT 2026
155
The Committee regularly reviews year-to-date
performance against the Group STI Scorecard.
The Committee will from time to time review the
appropriateness of the Fatality penalty and its
application to the final STI calculation.
The Committee approves the final Group STI
outcomes in the August meeting after the end of
the financial year, also considering affordability and
overall organisational performance. The Committee
applies its discretion in terms of the final STI score.
Approved pay-outs are processed with the
September salary.
