Directors’ report (continued) Principles used to determine the nature and amount of remuneration Western Power’s remuneration policy has been formulated to: • provide a market competitive remuneration framework designed to attract, retain and motivate a skilled workforce with the capabilities and skills required to effectively achieve Western Power’s corporate objectives • adopt a commercial approach to the management of remuneration, including the capacity to pay, provide a clear governance framework and address associated risks • ensure employees are appropriately compensated according to the value of the work performed, the services they provide to the company and their personal performance • ensure compliance with all prevailing laws, applicable employment instruments and relevant enterprise agreements. Non-executive directors The remuneration of non-executive directors is approved by the Minister for Energy in accordance with relevant Salaries and Allowances Tribunal ( SAT ) determinations. The non-executive directors’ remuneration framework is based upon a total fixed remuneration approach that includes base salary and superannuation only. The Audit and Risk Committee Chair and members are also entitled to a separate allowance under the SAT determination 2023. No other benefits are paid to non-executive directors. Non-executive directors do not participate in any variable reward or ‘at-risk’ plan. No remuneration is paid to any non-executive directors that hold a full-time office or position that is remunerated out of moneys appropriated by Parliament.
Chief Executive Officer and executives The remuneration of the Chief Executive Officer is determined in accordance with the GTE Act and the Salaries and Allowances Act 1975 (WA). As part of this, the SAT determines the relevant salary band for the Chief Executive Officer’s total fixed remuneration – within which the Board has discretion to set the remuneration. The remuneration of other executives is set by the Chief Executive Officer in consultation with the Board. The Chief Executive Officer and other executive’s remuneration framework is based upon a total fixed remuneration approach that includes base salary, superannuation and benefits to reflect the level of work, accountability and personal competency in the role. The Chief Executive Officer and executives do not participate in any variable reward or ‘at-risk’ plan. Total remuneration is reviewed annually on the basis of government policy, competitive market movement and personal performance. There are no guaranteed remuneration increases included in any executive contracts.
Details of remuneration Non-executive directors
For a list of Western Power’s directors during the reporting year ended 30 June 2025, refer to the ‘Western Power’s directors’ section at the front of this directors’ report. The remuneration for, and duties and obligations of Western Power’s directors are determined under the GTE Act. In accordance with section 15(c) of the GTE Regulations, details of the nature and amount of each element of remuneration for the directors during the reporting years presented, are shown in table 6 below.
Table 6: Remuneration – Non-executive directors Total remuneration band $’000 Salary and fees
Superannuation
Total remuneration
Number of directors*
$1 – $50
1
7 - - -
1
$51 – $100 $101 – $150 $151 – $200
5
5 -
1
-
1
* During the reporting year ended 30 June 2025 the composition of the Board changed.
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Western Power Annual Report 2025
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