- Annual Review 2006
- Overview
- Chairman's message
- Interview with the chief executive
- Selected financial data
- Features
- Review of operations
- Financial information by business unit
- Summary financial statements
- Australian Corporations Act - summary of ASIC relief
- Independent auditors' statement
- Management overview
- Directors' report
- Remuneration report
- Remuneration committee
- Corporate governance
- Executive remuneration
- Remuneration components
- Short term incentive plan (STIP)
- Long term incentives
- Share Option Plan (SOP)
- Mining Companies Comparative Plan (MCCP)
- New restricted share plan
- Post employment benefits
- United Kingdom
- Australia
- Other pensionable benefits
- Performance and non performance related remuneration
- Share based remuneration not dependent on performance
- Service contracts
- Termination payments
- Shareholding policy
- Remuneration paid in 2006
- Other disclosures
- Remuneration report tables
- Corporate governance
- Audit committee charter
- Shareholder information
- Useful addresses
- Investor calendar
- Publications
Other pensionable benefits
The percentage of total remuneration which is dependent on performance is substantial. For Australian participants annual STIP awards are pensionable up to a maximum value of 20 per cent of basic salary. This results in a defined contribution payment equivalent to 20 per cent of the pensionable component of STIP and does not impact the defined benefit component. For the UK executive directors basic pay only is pensionable.
Details of directors' pension and superannuation entitlements are set out in Table 2 on the Remuneration report tables page.
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