Lendlease Annual Report 2024

156 Lendlease Annual Report 2024 Notes to Consolidated Financial Statements continued LTI Design How the LTI Works Vesting Schedule - Relative TSR (FY22, FY23 and FY24) Measure Percentage of performance rights that vest as a proportion of maximum opportunity Below the 50th percentile No vesting At the 50th percentile 40 per cent vesting Between the 50th percentile and 75th percentile Pro rata vesting on a straight line basis between 40 per cent and 100 per cent At or above the 75th percentile 100 per cent vesting Vesting Schedule - Average Core Operating ROE (FY22, FY23 and FY24) Below threshold No vesting At Core Operating ROE for threshold vesting 0 per cent vesting Between Core Operating ROE for threshold vesting and Core Operating ROE for maximum vesting Pro rata vesting on a straight line basis between 0 per cent and 100 per cent 1 At or above Core Operating ROE for maximum vesting 100 per cent vesting Vesting Schedule - CAGR % in FUM (FY22 and FY23) Below threshold No vesting At CAGR % for threshold vesting 0 per cent vesting Between CAGR % for threshold vesting and CAGR % for maximum vesting Pro rata vesting on a straight line basis between 0 per cent and 100 per cent At or above CAGR % for maximum vesting 100 per cent vesting Vesting Schedule - IM ROIC (FY24) Below threshold No vesting At IM ROIC for threshold vesting 0 per cent vesting Between IM ROIC for threshold vesting and IM ROIC for maximum vesting Pro rata vesting on a straight line basis between 0 per cent and 100 per cent At or above IM ROIC for maximum vesting 100 per cent vesting 1. Subject to 3 Year Average Annual Core Operating ROE being above the cost of equity determined by the Board. 35.d. Long Term Award (LTA) The LTA plan replaced the LTI for a limited number of executives from 2019. It was designed to motivate and reward key executives to deliver on the Group’s long term strategy and to allow them to share in the value created for securityholders. Specifically, the objectives are to: • Create rewards that are aligned to earnings • Align the interests of securityholders and our most senior executives • Promote team behaviours and an enterprise leadership mindset • Retain the senior executive team. The intended outcome is that reward and strategy are better aligned. Section F. Other Notes continued 35. Employee Benefits continued 35.c. Long Term Incentive (LTI) continued