Page 28 - JTC-Annual Report-2025-Eng

Board members’ remuneration shall only be paid after obtaining the approval of the Ordinary
General Assembly, based on the recommendation of the Nomination and Remuneration
Committee and the approval of the Board of Directors.

In accordance with the applicable laws and regulations, an independent Board member may be
exempted from the maximum remuneration cap, subject to the approval of the Ordinary General
Assembly.

Second: Remuneration of Executive Management

The remuneration of executive management is determined in accordance with a clear and
documented remuneration and incentive policy, which is linked to the approved Key Performance
Indicators (KPIs) for each functional level and the extent to which the Company’s strategic and
operational objectives are achieved.

Executive management remuneration consists of two main components:

Fixed Remuneration:

This includes salaries, allowances, and other benefits, which are determined based on the
following criteria:
y The level of responsibilities and authorities assigned to the position

y The qualifications, experience, and competencies of the position holder
y The approved career path and job grade

y The Company’s approved salary scale

Performance-Based Remuneration:

This component is allocated based on:

y The individual performance of the employee or executive management member
y The overall performance of the Company
y The results of the approved annual performance evaluation

The annual remuneration proposal is prepared by the Human Resources Department in
accordance with approved allocations and performance evaluation results. Such remuneration is
calculated based on pre-approved criteria, whether in the form of:

y A fixed lump-sum amount for each job level
y A percentage of salary
y A multiple of salary

The final value of the remuneration is determined based on the results of the approved
performance evaluation.

27 JTC LogisTiCs TransporTaTion & sTevedoring Company K.s.C.p.