Examples of remuneration disclosure tables - Commonwealth entities

Key Management Personnel remuneration reporting example

The following is an example of how the KMP note would be presented. During the reporting period ended 30 June 20X1, Entity X had 4 executives who met the definition of key management personnel. Their names and the length of term as KMP are summarised below:

Name	Position	Term as KMP
Amy [Surname]	Secretary/Chief Executive Officer (CEO)	Full year
Suraj [Surname]	Deputy Secretary/CEO	Full year
Kate [Surname]	Chief Financial Officer (CFO)	Full year – Terminated on 30 June 20X1
Jesse [Surname]	Chief Operating Officer (COO)¹	Part-year – Appointed 1/03/20X1

^{1 The COO was a newly created position during the year with a single occupant of this role.}

In the notes to the financial statements for the period ending 30 June 20X1, Entity X disclosed the following KMP expenses:

Note X: Key management personnel remuneration for the reporting period	20X1 $
Short-term benefits:
Base Salary	1,233,000
Bonus	113,000
Other benefits and allowances ²	20,000
Total short-term benefits	1,366,000
Superannuation	70,597
Total post-employment benefits	70,597
Other long-term benefits:
Long service leave	20,680
Total other long-term benefits	20,680
Termination benefits	50,000
Total key management personnel remuneration	1,507,277

^{2 Includes $20,000 for car parking.}

In accordance with the Public Governance, Performance and Accountability Rule 2014 (PGPA Rule), this information now needs to be further disaggregated. The below table shows how this information would be presented in the body of the annual report:

		Short-term benefits			Post employment benefits	Other long-term benefits		Termination benefits	Total remuneration
Name	Position Title	Base Salary	Bonuses	Other benefits and allowances	Superannuation contributions	Long service leave	Other long-term benefits
Amy [Surname]	Secretary/CEO	445,000	45,000	10,000	20,049	7,500	-	-	527,549
Suraj [Surname]	Deputy Secretary/CEO	340,000	35,000	10,000	20,049	5,840	-	-	410,889
Kate [Surname]	CFO	330,000	33,000	-	20,049	5,500	-	50,000	438,549
Jesse [Surname]	COO	118,000	-	-	10,450	1,840	-	-	130,290
Total		1,233,000	113,000	20,000	70,597	20,680	-	50,000	1,507,277

Senior Executives remuneration reporting examples

The following examples (Examples 1 to 3) demonstrate how the underlying data for senior executives was prepared under this guidance.

The underlying data used should not be disclosed with the remuneration disclosures.

Please also note that for illustrative purposes the revaluation of long service balances required under AASB 119 is not included in the below examples but should be calculated and reflected in the disclosure. Each example builds on the previous example, adding an additional person with circumstances commonly found by entities completing this disclosure. The examples reference the underlying data used to compile the table, which is not a requirement of the disclosure. For example, see notes ^(a) and ^(b) in the table below.

During the reporting period ended 30 June 20X1, Entity X had 2 senior executives, Mary and Alex.

Mary worked full time for the entire financial year. Her annual salary is $245,000. In the reporting period Mary took 5 weeks annual leave ($24,000) and a period of long service leave ($15,000). She accrued 4 weeks annual leave (of $19,000) and a period of long service leave (of $5,000)¹. Mary’s reportable base salary during the reporting period is $225,000, which comprises: ($206,000 salary while working plus $24,000 of annual leave taken plus the net movement in the annual leave provision (4 weeks accrual of $19,000 less leave paid of $24,000). Mary also earned a bonus of $9,000 for 20X1 and her employer superannuation contribution was $35,000. Mary’s total remuneration for the purpose of the senior executive remuneration table is $274,000 ($225,000 (base salary) plus $9,000 (bonus) plus $35,000 (superannuation) plus $5,000 (long service leave)²) putting her in the $270,001 - $295,000 remuneration band.
Alex is part-time (0.7 full time equivalent) and worked for the entire reporting period. Their part-time annual salary is $133,000 based on a
full-time annual salary of $190,000. Like Mary, Alex accrued 4 weeks annual leave ($10,000) and accrued a period of long service leave ($2,500). During the year Alex took one week’s annual leave ($7,500). Alex’s reportable base salary is $135,500 for the reporting period, which comprises: $125,500 salary while working plus annual leave taken ($7,500) and the net movement in the annual leave provision ($10,000 less $7,500). Alex also earned a bonus of $3,000 for 20X1 and their employer superannuation contribution was $21,000. Alex’s total remuneration for the purpose of the senior executive remuneration table is $162,000 ($135,500 (base salary) plus $3,000 (bonus) plus $21,000 (superannuation) plus $2,500 (long service leave)) putting them in the $0 - $220,000 remuneration band.

^{1 The amount of $5000 is a notional amount based on Mary’s entitlement as per the accrual methodology outlined in AASB 119.}

^{2 The $5,000 included in Mary’s total remuneration (disclosed in the ‘Average long service leave’ column under the ‘Other Long-term benefits’ heading) equals the long service leave taken of $15,000 plus the negative movement in the long service leave provision of $10,000.}

Entity X would present the following senior executive remuneration table in the body of its annual report for 20X0/20X1 in accordance with the PGPA Rule.

		Short-term benefits			Post-employment benefits	Other long-term benefits		Termination benefits	Total remuneration
Total remuneration bands	Number of senior executives	Average base salary ($)	Average bonuses ($)	Average other benefits and allowances ($)	Average superannuation contributions ($)	Average long service leave ($)	Average other long-term benefits ($)	Average termination benefits ($)	Average total remuneration ($)
$0-$220,000	1_^(b)	135,500	3,000	-	21,000	2,500	-	-	162,000
$270,001-$295,000	1_^(a)	225,000	9,000	-	35,000	5,000³	-	-	274,000

^{3 The $5000 disclosed for long service leave equals the leave taken of $15,000 plus the negative movement in the long service leave provision of $10,000.}

In this example, Entity X had 3 senior executives during the reporting period ended 30 June 20X1. This example builds on Example 1 and includes Leo, who was acting as a senior executive during the reporting period. Please note that for illustrative purposes the revaluation of long service balances required under AASB 119 is not included but should be calculated and reflected in the disclosure.

Leo acted as a senior executive from 1 August 20X0 to 31 October 20X0 while his manager was seconded to another role. Leo’s annual salary while acting was $215,000, which meant he was paid $53,750 while acting in a senior executive role. Leo didn’t take any leave while acting and in this period accrued annual leave of $4,500 and long service of $1,000. Leo’s reportable base salary for the reporting period is $58,250 which comprises: $53,250 salary while working plus $4,500 being the net movement in the annual leave provision. His employer superannuation contribution for the period of acting was $8,000. Leo’s total remuneration for the purpose of the senior executive remuneration table while acting as a senior executive is therefore $67,250 ($58,250 (base salary) plus $8,000 (superannuation) plus $1,000 (long service leave)) putting him in the $0 - $220,000 remuneration band.

The average amounts for the relevant category are based on the number of senior executives within the relevant band, not the full time equivalent. As such, while Alex was part time and Leo was acting for a period within the year, the average is calculated based on the 2 staff members. The following shows how the average base salary for Alex and Leo, whose total remuneration was within the $0 - $220,000 remuneration band, is calculated:

Senior Executives	Base Salary ($)	Bonus ($)	Other Benefits and Allowances ($)	Superannuation Contributions ($)	Long Service Leave ($)	Total ($)
Alex	135,500	3,000	-	21,000	2,500	162,000
Leo	58,250	-	-	8,000	1,000	67,250
Total	193,750	3,000	-	29,000	3,500	229,250
Average based on number of staff	96,875	1,500	-	14,500	1,750	114,625

Entity X would present the following senior executive remuneration table in the body of its annual report for 20X0/20X1 in accordance with the PGPA Rule.

		Short-term benefits			Post-employment benefits	Other long-term benefits		Termination benefits	Total remuneration
Total remuneration bands	Number of senior executives	Average base salary ($)	Average bonuses ($)	Average other benefits and allowances ($)	Average superannuation contributions ($)	Average long service leave ($)	Average other long-term benefits ($)	Average termination benefits ($)	Average total remuneration ($)
$0-$220,000	2 _^(b)(c)	96,875	1,500	-	14,500	1,750	-	-	114,625
$270,001 - $295,000	1 _^(a)	225,000	9,000	-	35,000	5,000	-	-	274,000

In this example, Entity X had 4 senior executives during the reporting period ended 30 June 20X1. This example builds on Example 2 and includes an additional senior executive, Chi, who spent a period of time as a KMP. Please note that for illustrative purposes the revaluation of long service balances required under AASB 119 is not included but should be calculated and reflected in the disclosure.

Chi was in the role of a senior executive for the first 7 months of the year, until she moved into a KMP role for the remainder of the reporting year. She was paid $315,000 for the full reporting year, of which $183,750 was paid before she moved into the KMP role. Chi was paid $10,000 for annual leave taken before changing roles. Chi accrued 4 weeks annual leave and 1 week long service leave consistent with the other senior executives, pro-rated for her time as a senior executive, which equates to $16,000 for annual leave and $3,500 for long service. She also received employer superannuation contributions of $24,000. As part of Chi’s package, she also received a housing benefit of $10,000. Chi’s reportable base salary for the reporting period is $189,750 which comprises: $173,750 she received in salary while working plus $10,000 for the annual leave taken, plus $6,000 being the net movement in the annual leave provision ($16,000 less $10,000). Chi’s total remuneration for the purpose of the senior executive remuneration table while in the senior executive role is $227,250 ($189,750 (base salary) plus $10,000 (housing benefit) plus $24,000 (superannuation) plus $3,500 (long service leave)) putting Chi in the $220,001 - $245,000 remuneration band.

As Chi is included in the KMP table for the 5 month period that she qualified for that classification, her remuneration for the period as a KMP is excluded from the senior executive remuneration table.

Entity X would present the following senior executive remuneration table in the body of its annual report for 20X0/20X1 in accordance with the PGPA Rule.

		Short-term benefits			Post-employment benefits	Other long-term benefits		Termination benefits	Total remuneration
Total remuneration bands	Number of senior executives	Average base salary ($)	Average bonuses ($)	Average other benefits and allowances ($)	Average superannuation contributions ($)	Average long service leave ($)	Average other long-term benefits ($)	Average termination benefits ($)	Average total remuneration ($)
$0-$220,000	2 _^(b)(c)	96,875	1,500	-	14,500	1,750	-	-	114,625
$220,001 - $245,000	1 _^(d)	189,750	-	10,000	24,000	3,500	-	-	227,250
$270,001 - $295,000	1 _^(a)	225,000	9,000	-	40,000	5,000	-	-	274,000

Other Highly Paid Staff remuneration reporting example

The following example demonstrates how the underlying data for other highly paid staff was prepared under this guidance. The examples include the underlying data (notes a) to c)) used to compile the table. It is not a requirement to disclose the underlying data in the annual report. Please also note that for illustrative purposes the revaluation of long service balances required under AASB 119 is not included but should be calculated and reflected in the disclosure.

Example

During the reporting period ended 30 June 2025 Entity X had 2 other highly paid staff – Tom and Sam.

Tom is full time and worked for the entire reporting period. His annual salary was $190,000. He accrued 4 weeks annual leave ($15,000) and a period of long service leave ($4,000). Tom was paid $5,000 for annual leave taken. Tom’s reportable base salary is $200,000 which comprises: $185,000 he received while working plus $5,000 annual leave taken during the year plus the net movement in the annual leave provision ($15,000 in accrued annual leave less $5,000 annual leave taken). Tom’s employer superannuation contributions were $30,000. Tom’s total remuneration for the purpose of the other highly paid staff remuneration table is $234,000 ($200,000 (base salary) plus $30,000 (superannuation) plus $4,000 (long service leave)) putting Tom under the reporting threshold band of $260,000.
Sam is full time and worked for the entire reporting period. Their annual salary was $215,000. They accrued 4 weeks annual leave ($17,000) and a period of long service leave ($5,000). Sam was paid $22,000 for annual leave taken. Sam was also provided with a housing benefit of $10,000 and employer superannuation contributions of $35,000. Sam’s reportable base salary is $210,000 which comprises: $193,000 they received while working plus $22,000 leave taken during the year plus the movement in the annual leave provision ($17,000 accrued annual leave less $22,000 in annual leave taken). Sam’s total remuneration for the purpose of the other highly paid staff remuneration table is $266,000 ($210,000 (base salary) plus $35,000 (superannuation) plus $16,000 (housing benefit) plus $5,000 (long service leave)) putting them in the $260,000 - $270,000 reporting band.

The average amounts for the relevant category are based on the number of other highly paid staff within the relevant reporting bands.

The following table shows how Sam’s total remuneration is reported in the $260,000 - $270,000 band.

Entity X would present the following other highly paid staff remuneration table in its annual report for 2024–25 in accordance with the PGPA Rule.

Note that the first total remuneration band in the table below ($260,000 - $270,000) reflects the updated threshold remuneration amount for the 2024–25 reporting period.

		Short-term benefits			Post-employment benefits	Other long-term benefits		Termination benefits	Total remuneration
Total remuneration bands	Number of senior executives	Average base salary ($)	Average bonuses ($)	Average other benefits and allowances ($)	Average superannuation contributions ($)	Average long service leave ($)	Average other long-term benefits ($)	Average termination benefits ($)	Average total remuneration ($)
$250,000-$270,000	1_^(b)	210,000	-	16,000	35,000	5,000	-	-	266,000

Separate reporting of Overseas Housing Benefits and Allowances example

The following table demonstrates how overseas housing benefits and allowances can be disclosed as a separate component of ‘Other benefits and allowances’ and as a separate component of Total remuneration in the body of the annual report.

Entities should only adopt this additional disclosure where the reporting of total remuneration is distorted in view of the quantum and/or nature of these particular benefits and allowances.

		Short-term benefits			Post-employment benefits	Other long-term benefits		Termination benefits	Total remuneration
Total remuneration bands	Number of senior executives	Average base salary ($)	Average bonuses ($)	Average other benefits and allowances ($)⁽¹⁾	Average superannuation contributions ($)	Average long service leave ($)	Average other long-term benefits ($)	Average termination benefits ($)	Average total remuneration ($) ^(a)

An example footnote that may be used in the body of the annual report to support the disclosure is also provided below.

^{a. Other short term benefits and allowances include overseas housing allowance and benefits paid on behalf of APS staff posted overseas. These staff are remunerated in accordance with [relevant remuneration framework] that is designed to compensate for the differences in locations in such matters as the cost of living, the cost of accommodation and the security environment.}

[Name of entity] provides accommodation for staff and their families while posted overseas. While staff benefit from these arrangements, they do not receive direct remuneration for rental costs and the value of the accommodation allowances is determined by the location of each posting rather than the work or personal circumstances of individual staff. The value of housing allowances reported in the table above generally reflects the high property costs in many of the overseas locations where staff are posted. In these circumstances the total value of an individual staff member’s total remuneration is impacted by the value of the overseas housing benefits and allowances paid on behalf of the staff member and the table above is reported to enable a fuller understanding of the extent of this impact while still reporting the total remuneration of each relevant staff member as required by the disclosure requirements of the PGPA Rule.