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These targets are aligned with
ARTC’s key priorities for 2017.
The STI targets for other Senior
Managers are set by reference to
ARTC’s overall performance as well
as relevant individual Business unit
performance. Examples of such
measures include safety outcomes,
financial results, customer satisfaction,
employee engagement scores, project
delivery milestones and rail network
service delivery.
To achieve the maximum award, the
relevant targets must be significantly
exceeded. Directors retain discretion to
adjust both up and down the straight
mathematical outcome of the result.
(d) Remuneration outcomes
Remuneration outcomes for Senior
Managers in 2017 were as follows.
FAR
In FY2017 there was no increase in
FAR for the CEO consistent with the
Remuneration Tribunal determination.
An increase of 2% in 2016 was approved
by the Remuneration Tribunal effective
from 1 January 2016.
Increases for other Senior Managers,
were limited to 2 percent in line with
the Australian Public Service (APS)
bargaining policy.
STI
The outcomes for the key STI targets
for the CEO were as outlined in the
table below.
Area
Measure
Weighting
(Percent)
Profit
Underlying Operating Profit
40
Safety
LTIFR
MTIFR
Level 1 Safeworking Breaches
15
Customers
Engagement Score
5
Staff
Engagement Score
5
Strategic
Inland Rail outcome
HVAU outcome
25
Leadership
Role clarity and behaviours
10
REMUNERATION REPORT - UNAUDITED
(CONTINUED)
(c) Remuneration Approach (continued)
56