CORPORATE GOVERNANCE REPORT Rex International Holding Limited 129 5.2 For FY2025, the review process was as follows: 1. All Directors individually completed a board evaluation questionnaire on the effectiveness of the Board and Board Committees based on criteria disclosed; 2. The Company Secretary collated and submitted the questionnaire results to the NC Chairman in the form of a report; 3. The NC discussed the report and concluded the performance results during the NC meeting; and 4. Each individual Director was also requested to send a duly completed confidential individual Director self-assessment checklist to the NC chairman for review. All NC members have abstained from the voting or review process of any matters in connection with the assessment of their individual performance. The assessment criteria include, inter alia, Director’s attendance, commitment of time, candour, participation, knowledge and abilities, teamwork, and overall effectiveness. The NC would review the aforementioned criteria on a periodic basis to ensure that the criteria is able to provide an accurate and effective performance assessment taking into consideration industry standards and the economic climate with the objective to enhance long term shareholders value, and thereafter propose amendments if any, to the Board for approval. There has been no change in assessment criteria for FY2025 as the assessment criteria for the financial year ended 31 December 2024 was considered adequate for the aforementioned assessment. The NC, having reviewed the overall performance of the Board in terms of its role and responsibilities and the conduct of its affairs as a whole, is of the view that the performance of the Board has been satisfactory in FY2025 and that the Board has met its performance objectives in FY2025. The evaluation process of the overall performance of the Board was conducted without an external facilitator in FY2025. REMUNERATION MATTERS Procedures for Developing Remuneration Policies Principle 6 The Board has a formal and transparent procedure for developing policies on director and executive remuneration, and for fixing the remuneration packages of individual directors and key management personnel. No director is involved in deciding his own remuneration. 6.1 Remuneration Committee To effect the best corporate governance, the Company has established an RC. The RC recommends to the Board a framework of remuneration for the Directors and key management personnel, and determines specific remuneration packages for each Director, as well as for key management personnel. The recommendations will be submitted for endorsement by the Board.
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