Sasol Integrated Report 2024 - Book - Page 151
INTRODUCTION
ABOUT SASOL
STRATEGIC OVERVIEW
BUSINESSES
ESG
REMUNERATION REPORT
DATA AND ASSURANCE / ADMINISTRATION
PART IV: REMUNERATION IMPLEMENTATION REPORT continued
STI Plan outcomes
Here we give the STI performance score as well as the discretionary modifier applied:
We scored above target, at stretch in all but one of the People measures on the Group scorecard.
The one People measure which was not achieved was Occupational safety, viz. high-severity injury rate,
the score being below the threshold.
For the Planet measures we scored slightly above target for energy efficiency and at stretch for the
Climate change measure.
For the four Financial measures we scored below threshold for Cash flow generation, between threshold
and target for Sales volumes produced and between target and stretch for Cash cost optimisation and
Capital expenditure.
a. The final outcome of the FY24 Group STI scorecard was 77,47%;
b. After application of normalisation in respect of non-financial outcomes the score was reduced to
67,26%;
c. The discretionary modifier applied was 80%, bringing the score to 53,81%; and
d. The fatality penalty as per the approved policy was applied as indicated in the table below:
The following fatality penalties were applied for FY24:
Role Categories
Standard
Penalty
Chemicals
Mining1
Energy2
Corporate
Centre
Group Executive
Committee
15%
15%
15%
15%
15%
Leadership
5%
5%
11%
7%
5%
Senior management
5%
5%
9,5%
6,5%
5%
Supervisory and
Operations3
5%
5%
8%
6%
5%
Notes:
1
There were three fatalities in Sasol Mining.
2
There was one fatality attributed to ROAS and one to Secunda Operations. The SHE Accountabilities team allocate the fatality
penalties to the respective OME that was in control of the specific work conducted, which is not necessarily where the fatality occurred.
3
The applicability of the fatality penalty is subject to co-determination agreements.
This resulted in the following final STI scores:
GEC: 38,81%
All other STI participants: between 42,81% and 48,81% depending on role category and entity employed.
The individual performance factor was determined based on the assessment of performance outcomes
against the agreed performance contract whereas 100% refer to all objectives having been met. For the
GEC, the IPF ranged between 90% and 110%.
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