Payment Frequency
FY26 STIP % cash or shares
G2
G1
F
E2
E1
D
C2
C1
15%
20%
30%
Half yearly
Yearly
35%
Executive Plan
Clerical | Administration
Operators
Superintendents | Principals
Supervisor | Professional/Technical
Senior professionals | Specialist
Managers
Group Managers
Site and Corporate General Managers
ELT
Managing Director
B
A
Levels
Bands
When does this benefit take effect?
FY26
All employees
Intended audience
Increase in % for some salary bands
Employees able to elect their STI as either: cash, shares, or combination of both
Updates to benefit
Your salary band and classification.
The number of eligible service days.
Achievement against company and personal KPIs.
A worked example is provided in the guideline to show how base salary and performance scores affect the final STI amount.
Employment start date (must be on or before 1 July or 1 January depending on your band).
Completion of probation before the end of the performance period.
Continued employment at the time of payment.
STI is calculated based on:
Eligibility depends on:
What is my salary band and what percentage of STI do l get?
You must be employed and not have resigned at the time of payment to receive the STI.
If terminated (except for redundancy), you are not eligible.
In cases of redundancy or retirement, the Board may approve a pro-rata payment if at least half the performance
period is served.No payment is made in cases of misconduct such as fraud or breach of conduct.
What happens to my STI if I resign, retire, or am terminated?
Each KPI has a sliding scale of achievement, and the final STI amount is adjusted based on how well these targets are met. For example, exceeding expectations in personal performance can result in 150% of the STI being paid for that component.
Safety & Environment
Actual Costs relative to budget
Gold Production output
Personal Performance
The STI is based on four equally weighted KPIs:
What performance measures affect my STI payout?
If you have any questions in relation to the Plan, please contact the Company by email to myshares@westgold.com.au or Computershare by phone: 1300 555 159 from 8:00am to 8:00pm Monday to Friday (AEST) or use the HelpChat function located under the FAQ section of the EquatePlus platform.
We highly encourage you to consult with your financial advisor or tax professional to ensure you receive tailored guidance for your individual circumstances.
Am I eligible for the Short Term Incentive (STI) Plan and how is it calculated?
Our enhanced short term incentive program gives you the power to choose how you’re rewarded, with flexible options in cash, shares, or a mix of both.
The short term incentive program with optionality allows employees to choose between receiving their short term incentive as either cash or equity.
When does this benefit take effect?
FY26
All employees
Intended audience
Increase in % for some salary bands
Employees able to elect their STI as either: cash, shares, or combination of both
Updates to benefit
Payment Frequency
FY26 STIP % cash or shares
G2
G1
F
E2
E1
D
C2
C1
15%
20%
30%
Half yearly
Yearly
35%
Executive Plan
Clerical | Administration
Operators
Supervisor | Professional/
Technical
Senior professionals | Specialist
Superintendents
| Principals
Managers
Group Managers
Site and Corporate General Managers
ELT
Managing Director
B
A
Levels
Bands
Your salary band and classification.
The number of eligible service days.
Achievement against company and personal KPIs.
A worked example is provided in the guideline to show how base salary and performance scores affect the final STI amount.
Employment start date (must be on or before 1 July or 1 January depending on your band).
Completion of probation before the end of the performance period.
Continued employment at the time of payment.
STI is calculated based on:
Eligibility depends on:
What is my salary band and what percentage of STI do l get?
You must be employed and not have resigned at the time of payment to receive the STI.
If terminated (except for redundancy), you are not eligible.
In cases of redundancy or retirement, the Board may approve a pro-rata payment if at least half the performance
period is served.No payment is made in cases of misconduct such as fraud or breach of conduct.
What happens to my STI if I resign, retire, or am terminated?
Each KPI has a sliding scale of achievement, and the final STI amount is adjusted based on how well these targets are met. For example, exceeding expectations in personal performance can result in 150% of the STI being paid for that component.
Safety & Environment
Actual Costs relative to budget
Gold Production output
Personal Performance
The STI is based on four equally weighted KPIs:
What performance measures affect my STI payout?
If you have any questions in relation to the Plan, please contact the Company by email to myshares@westgold.com.au or Computershare by phone: 1300 555 159 from 8:00am to 8:00pm Monday to Friday (AEST) or use the HelpChat function located under the FAQ section of the EquatePlus platform.
We highly encourage you to consult with your financial advisor or tax professional to ensure you receive tailored guidance for your individual circumstances.
Am I eligible for the Short Term Incentive (STI) Plan and how is it calculated?
Our enhanced short term incentive program gives you the power to choose how you’re rewarded, with flexible options in cash, shares, or a mix of both.
The short term incentive program with optionality allows employees to choose between receiving their short term incentive as either cash or equity.