SASOL Integrated Report 2025_Final_28 August 2025 - Flipbook - Page 143
INTRODUCTION
ABOUT SASOL
STRATEGIC OVERVIEW
PORTFOLIOS
ESG
DATA AND ASSURANCE / ADMINISTRATION
REMUNERATION REPORT
PART III: SECTION A – EXECUTIVE REMUNERATION POLICY (INCLUDING NEDs) continued
Overview of remuneration elements continued
REMUNERATION – SECTION A continued
EXECUTIVE
REMUNERATION
Weighting used in
STI calculation
VARIABLE
PAY
KPI Split
STI
Group
80%
Financial
70%
Individual
20%
ESG
30%
The absolute maximum of pay-outs is set at:
On-Target
Individual performance is assessed against
strategic priorities which are cascaded from
the group strategy, and is assessed on a
scale of 0% – 150%. The average personal
score across the Group executive and
Leadership cohorts, may only exceed 100%
if approved by the Committee.
The Committee has the discretion in cases of
over achievement to moderate the outcome of
non-financial targets back to 100% or to
moderate the final outcome as appropriate.
135%
75%
GEC
The Committee approved a ratio of 70%
towards financial targets and 30% towards
non-financial targets, to support our
integrated strategy.
Group STI Scorecard contributes 80% towards
the STI calculation and the Individual Scorecard
20% towards the calculation.
173%
90%
CFO
The Committee regularly reviews year-todate performance against the Group STI
Scorecard. Individual scorecards, are based
on well-defined objectives, cover specific
projects or strategic focus areas for each
of the EVPs, which are not included in the
Group STI scorecard.
Max
115%
CEO
The Group Scorecard is designed to evaluate
outcomes in terms of the target set at
threshold (0%); target (100%) and stretch
(150%). Where appropriate, a straight-line
between these points determines the required
performance levels for progressive outcomes.
113%
Weighting
80%
R
Annual
TGP or
base
salary
1
X
X
Role
Category
Target
Factor %
20%
+ +
Group
Performance
Factor
(0% – 150%)
Individual
Performance
Factor
-
=
Fatality
Penalty
Factor
R
STI1
Application
We apply a single STI structure based on a
Group Scorecard. The detailed targets 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.
Targets, metrics and weightings are
disclosed in the Implementation Report and
reviewed annually.
The Malus and Clawback Policy as well as the
Sasol Executive Compensation Recovery Policy
is applicable in respect of variable pay.
The fatality penalty (which is 3% per fatality)
is deducted from the final STI percentage up
to a maximum of 20%.
The CEO can, subject to approval by the
Committee, moderate the Group STI score
either up or down in respect of a BU’s
performance in recognition of how that
BU either contributed or detracted from
the Group Score.
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 their
discretion in terms of the final score.
Approved pay-outs are processed with the
September salary.
Could be modified at the discretion of the Committee.
STI performance outcomes for FY25 are set out on page 150.
SASOL INTEGRATED REPORT 2025 142
