Simon Rumore
Executive General Manager
Human Resources
Sedgman
Sedgman Limited commissioned Executive Pay Systems in early 2009 to design and implement Short Term and Long Term Incentive Plans to reflect its position as a publicly listed company. This work was undertaken at a time when executive remuneration generally was under intense media and Federal Government scrutiny as a result of the Global Financial Crisis. Greg Brogan and the Executive Pay Systems team undertook the bulk of the analysis, design, documentation and internal collaboration, primarily with the Senior Executive and the Board.
When we embarked upon this project, we considered a number of service providers, mostly from the larger accounting and cinsulting houses, but decided to seek out a specialist remuneration advisory company. It was our intention to ensure that we received high level advice and assistance from individual practitioners who could demonstrate a long term specialisation in this field. Throughout the whole project Greg and his team were able to deliver innovative yet workable solutions tailored specifically to Sedgman's people and performance improvement strategies. The incentive plans we now have in place will contribute to the overall performance improvement and will not pay out to participants unless and until the shareholders have been well rewarded.
Greg and the team delivered outcomes in a timely, professional and complete fashion. I am very pleased with the outcomes from this project and have no hesitation recommending Executive Pay Systems to any listed company embarking on a review of their remuneration practices, particularly those in the mining and engineering & construction sectors.
