Risk. Reinsurance. Human Resources.

Aon HewittTalent, Rewards & Performance

McDonaldGold & General Mining IndustriesRemuneration Report (Australasia)Information pack 2016

2

McDonald Gold & General Mining Industries Remuneration Report 2016The McDonald Gold & General Mining Industries Remuneration Report was established in 1988, and is one of a suite of McDonald surveys which have been the leading source of remuneration data for the resources industry for more than 25 years.

The McDonald Gold & General Mining Industries Remuneration Report provides Directors, Remuneration Committees, Executive Management and Remuneration Practitioners of participating organisations with accurate and comprehensive data and reliable analyses of remuneration for key personnel in the industry.

The report covers the metalliferous and other mining sectors, including gold, iron ore, base metals, PG metals, cobalt/nickel, uranium and salt and is the largest and most comprehensive for this sector in Australia.

Comprehensive remuneration and benefit tables are published for 568 key positions with results based on the salaries and benefits information of over 37,646 individual employees from 83 organisations.

Participants in the October 2016 remuneration report included:

BHP Billiton Iron Ore

Fortescue Metals Group Ltd

Macmahon Holdings Limited

Metals X Limited

Newcrest

Newmont Asia Pacific

Northern Star Resources Limited

Rio Tinto Limited

South32 This report is produced on a bi-annual basis in April and October each year.

2

Aon Hewitt is calling for subscriptions to join the leading

remuneration report in Australasia, for the

gold and general mining industry

568positions from

83 organisations

Data in this report covers

3

Why participate in a McDonald remuneration report?

As a McDonald remuneration report subscriber you will have access to the very latest market data to ensure informed salary decisions within your organisation.

Along with Aon Hewitt’s high level of client service, your remuneration report subscription includes:

� Online remuneration data through Data Centre that can be filtered according to your needs. With enhanced data visualisation, individual report dashboards and real-time polling and updates, Aon Hewitt’s Data Centre is at the forefront of online remuneration analytics.

� Comprehensive coverage with data on all major elements of the remuneration package; salary, benefits and both short and long-term incentives.

� Historical coverage of actual salary movements, as well as forecasts for the coming year.

� Career level data that provides separate remuneration tables for each job family, which can be used to enhance job matching, or as an alternative source of data for non-standard positions.

� Attendance at remuneration forums, complimentary events that provide a chance to discuss and critically evaluate data findings and market trends and network with industry peers.

� Easy access to relevant economic indicators via Data Centre.

� Invitation to participate in the bi-annual Resources Policy and Practice Report that provides insights into how organisations structure their site remuneration benefits, including accommodation, rosters and uplifts.

� Invitation to participate in the annual Aon Hewitt Policy and Practice Report that provides access to quantitative and qualitative information which supports the review and design of total reward programs.

From year to year we see many variations in the way organisations reward their employees. Some positions begin attracting a significantly higher rate of pay whilst others drop, as supply and demand for various skill-sets shift and change. As circumstances change organisations adjust their reward packages to get the most out of limited salary budgets.

Staying informed of market movements is critical to ensure your reward strategies are meeting your business needs whilst minimising costs.

The money spent on a remuneration report subscription can be made back many times over in savings through optimising total reward spend and retaining key talent.

4

Job families surveyed

Job family: Corporate

Administration

Business Development

Commercial

Finance & Accounting

Human Resources

Information Technology

Legal

Operations

Environmental Affairs

Health & Safety

Sales & Marketing

Supply Chain

External Relations; Govt/Community Affairs

Job family: Exploration

Exploration

Job family: Operations

Business Development

Business Improvement

Maintenance

Mining Operations

Mining Technical Services

Mining/Geotechnical

Operations Management

Processing

Job family: Operations – Support Services

Administration

Finance & Accounting

Human Resources

Information Technology

Environmental Affairs

Health & Safety

Supply Chain

External Relations; Govt/Community Affairs

Job family: PM&C

Project Engineering

Project Management

For detailed descriptions of all positions surveyed, and participating organisations please visit our website: (aonhewitt.com.au/Home/Resources/Reports-and-research/McDonald-Gold-General-Mining-Rem-Report)

5

Data submission

The provision on your organisation’s remuneration data is a condition of participation in Aon Hewitt remuneration reports. This ensures the veracity of the data provided in the remuneration report. Our customised data input software Rapid Rem makes submitting remuneration data a simple process.

Aon Hewitt also provides participants the support of a dedicated remuneration analyst, who can assist with submitting your data and interpreting the report results.

6

Sample position description

Position title Head of Mine Site Position code MCA_00101 Career level 6

Responsible for Providing overall management, direction and coordination of all aspects of site operations

Reports to Chief Executive Officer or Head of Operations (Corporate)

Supervises Mine operations, technical & commercial team

Main activitiesNormally responsible for all aspects of site operations encompassing: � mine production and mine planning � quality control � ore processing, gold recovery and (if applicable) other mineral recovery � maintenance of fixed and mobile plant and other facilities � camp or township administration � budgeting, cost control and asset management � direction, motivation and health of the workforce

These activities may be carried out directly, or through other senior staff or contract personnel

Typical experience Incumbents are expected to be tertiary graduates in mining engineering, geology or metallurgy with appropriate state certification for underground or open-cut mining activities

Other commentsAlternative Titles: Resident Manager, Operations Manager, Mine Manager or General Manager - this may be applicable to an open cut (surface) or underground work environment and all work patterns

Remuneration data

State No. of Inc’s No. of Org’s NBS FR AARNew South Wales 13 11 314,381 358,876 406,953Victoria 3 2 – – –Queensland 15 7 319,569 357,133 465,369Western Australia 8 5 351,515 392,126 593,443South Australia 62 32 324,258 371,366 470,851Australian Capital Territory 1 1 – – –Tasmania 2 2 – – –Northern Territory 3 3 – – –

General roster panel No. of Inc’s No. of Org’s NBS FR AAR2/1 68 37 331,455 382,767 510,0605/2 21 17 325,975 360,703 424,9228/6 15 11 313,620 347,197 389,1619/5 1 1Even 3 3 305,811 326,925 391,975Other 3 3 – – –

Work environment work pattern No. of Inc’s No. of Org’s NBS FR AARSurface Day 79 43 331,382 379,169 489,276Surface Shift - Cont 23 19 311,967 343,071 390,512

Please refer to Data Centre for statistics on the following:

Position title Head of Mine Site

Position code MCA_00101 No. of incumbents 110Career level 6 No. of organisations 58

Percentiles

Remuneration Component % Rec Average % of FR 25th 50th 75th

Nominal Base Salary (NBS) 100% 328,487 88% 296,622 320,489 352,486

Company superannuation on fixed remuneration* 100% 32,656 9% 24,957 29,909 36,170

Car allowance/Company car/Novated lease 29% 23,560 6% 17,927 25,000 29,100

Health insurance 22% 5,030 1% 3,000 4,400 6,448

Market premium

Other benefits /other cash 20% 4,009 1% 3,000 3,300 5,276

Remuneration (excludes uplifts) 100% 369,896 99% 330,198 368,835 399,371

Commute Uplift 5% 22,084 6% 5,000 8,256 27,500

Overtime Uplift

Role Uplift

Shift Uplift

Site Uplift 7% 25,337 7% 13,750 26,843 31,568

Fixed Remuneration (FR) ** 100% 372,858 100% 331,141 368,835 406,637

Target Incentive 65% 110,021 30% 70,094 111,000 138,900

Target Annual Remuneration (TAR) 100% 443,755 119% 365,021 415,737 506,042

Long-Term Incentive 37% 169,168 45% 94,858 173,606 231,421

Target Total Remuneration (TTR) 100% 506,809 136% 367,196 439,944 664,594

Actual Short-Term Incentive 62% 164,818 44% 58,557 107,139 287,804

Actual Annual Remuneration (AAR) 100% 474,629 127% 343,428 416,541 577,751

* Excludes super on STI. ** Includes super on uplifts.

SAM

PLE D

ATA O

NLY

8

About Aon Hewitt’s Reward practice

Aon Hewitt provides expert advice and innovative solutions to assist organisations with all areas of remuneration management. With a reputation for excellence and integrity, we are the primary source of remuneration information and advice for entire industries, as well as individual organisations of all sizes.

Our clientsOver eight hundred organisations throughout Australasia and across various industry sectors use Aon Hewitt’s products and services, ranging from small to large local firms through to the largest multinationals.

Our peopleAon Hewitt is a team of knowledgeable, experienced, passionate, creative and energetic people who thrive on exceeding client expectations, providing expert advice to organisations, and leading the market in the design and development of innovative remuneration solutions, products, training and technology.

9

Our technologyThe Aon Hewitt Data Centre is an innovative, intuitive platform allowing you to access exactly the data you need quickly and easily, on your PC or mobile device. Data Centre provides remuneration report data visualisation, individual dashboards, position description matrix views and real-time polling and updates.

In addition, functionality includes:

Advanced filtering: enables you to filter data by multiple options including organisation size (headcount/revenue), location, work patterns, rosters and commodity.

Peer cut: enables you to filter data by a select group of report participants to ensure alignment in a competitive talent market.

Compa-ratio reports: enables you to review how your employees compare to market data.

Age data: enables you to age the data to ensure you are future proofing projected remuneration movement in the near future.

Create custom position(s): enables you to combine multiple roles where there is no current market data for hybrid/mixed positions.

We pride ourselves on outstanding customer service and our ability to tailor solutions that are aligned to your remuneration needs and contribute to the success of your business.

Our servicesRemuneration consulting services

� Remuneration and benefits strategy design

� Remuneration structures/systems

� Policy development and review

� Job analysis

� Position description writing

� Remuneration benchmarking

� Customised market surveys

� Job pricing

� Performance pay plan design and review

� Salary budget planning and reviewing the remuneration environment

� Salary review assistance

� Remuneration outsourcing

� Employee opinion surveys

� Remuneration mentoring

Executive remuneration services

� Executive benchmarking

� Long and short term incentive design

� Providing remuneration advice and recommendations to Boards of Directors

Survey services

� Industry-specific and general industry salaries and benefits surveys

� Customised salary surveys tailored to individual organisations’ needs

� HR benchmarking and remuneration policy and practice survey reports

� Access to international market data

� Survey forums

Training services

� Public training seminars ranging from a basic introduction to remuneration through to advanced remuneration theory and practice topics

� Customised ‘in-house’ remuneration training, designed to meet specific organisational requirements and conducted on client premises

� Access to comprehensive HR reference manuals

For further information regarding the McDonald Gold & General Mining Industries Remuneration Report, or to participate, please contact:

Steph Drury t +61 8 6317 4019 m +61 401 042 425 e steph.drury@aonhewitt.com

Contacts

For further information regarding this remuneration report, please contact us directly:

t +61 8 6317 4019 m +61 401 042 425 e steph.drury@aonhewitt.com

t +61 8 9429 4444 m +61 478 879 035 e jenny.bertucci@aonhewitt.com

t +61 2 9253 7829 e froilan.samonte@aonhewitt.com

SydneyLevel 33, Aon Tower201 Kent StreetSydney NSW 2000t +61 2 9253 7100f +61 2 9253 7006

MelbourneLevel 51, 80 Collins StreetMelbourne Vic 3000t +61 3 9211 3000f +61 3 9211 3511

BrisbaneLevel 2, 175 Eagle StreetBrisbane Qld 4000t +61 7 3223 7400f +61 7 3223 7545

PerthLevel 7, 28 The EsplanadePerth WA 6000t +61 8 6317 4000f +61 8 9322 6890

Part of Aon plc, Aon Hewitt is the global leader in human

resource consulting and outsourcing solutions. Our

services focus on helping organisations mitigate risk in

their workforce and realise the untapped potential of

their employees. We also help individuals maximise their

wealth to enable people to live the life they want.

In Australia, our team of experts partner with your

organisation to develop and deliver people strategies

that achieve positive business outcomes in the areas of:

superannuation and retirement; financial advice; workers’

compensation; work, health and safety; workforce risk

solutions; employee benefits; talent, leadership and

employee engagement; remuneration and incentives; total

rewards; actuarial services; and mergers and acquisitions.

With more than 30,000 professionals in 90

countries, Aon Hewitt makes the world a better

place to work for clients and their employees.

Aon Hewitt is the global talent, retirement and health

solutions business of Aon plc. For more information

on Aon Hewitt, please visit aonhewitt.com.au.

About Aon Hewitt

About Aon Aon plc (NYSE:AON) is the leading global provider of risk management, insurance and reinsurance brokerage, and human resources solutions and outsourcing services. Through its more than 66,000 colleagues worldwide, Aon unites to empower results for clients in over 120 countries via innovative and effective risk and people solutions and through industry-leading global resources and technical expertise. Aon has been named repeatedly as the world’s best broker, best insurance intermediary, reinsurance intermediary, captives manager and best employee benefits consulting firm by multiple industry sources. Visit aon.com for more information on Aon and aon.com/manchesterunited to learn about Aon’s global partnership and shirt sponsorship with Manchester United.

© 2015 Aon Hewitt Limited

Terms and conditionsPlease note: Aon Hewitt is still trading as Hewitt Associates in Australia. Hewitt Associates’ reports of salary and benefits are produced and issued under the following conditions.

Confidential and copyrightHewitt Associates Remuneration Reports are confidential and copyright. Contributors may only use the reports within their own organisations and are not to convey the contents to any third parties. Contributors may not photocopy or reproduce by any other method, the contents of the reports – extra copies may be purchased at nominal extra copy cost rates. Hewitt Associates’ Remuneration Reports are contributor only reports. Contributors are required to supply accurate salaries and benefits data by the due dates which are outlined in our annual planners.

Disclaimer/limitation of liabilityThis Remuneration Report is designed to provide a summary of pay rates as at the date of publication. The report does not purport to be conclusive or to provide specific guidelines. No responsibility can be accepted by Hewitt Associates for loss occasioned to any person acting or refraining from acting as a result of any statement in this publication. This Remuneration Report has been produced using contributors’ data that, to the best of Hewitt Associates’ knowledge, was current and correct at the time of publication. Whilst considerable lengths have been taken to verify all contributors’ data, Hewitt Associates gives no guarantee as to the accuracy or validity of the information contained herein, nor its applicability to any specific circumstances. The Remuneration Report is intended as a guide only and Hewitt Associates will not be liable to any person for any claim or loss as a result of any actual or perceived inaccuracy contained in the report.

Hewitt Associates privacy policyHewitt Associates has had a long–standing commitment to respecting the privacy of the information entrusted to it by clients and others. This commitment has ensured the ongoing success of our business and our clients’ ongoing support of our products and services. Our formal Privacy Policy document explains Hewitt Associates’ commitment to comply with the Privacy Act 1988 (Cth) and how we collect, use, disclose and protect the information we collect from our clients. To view this policy document, please go to our website aonhewitt.com.au for further information. A0283_1127A C2 1116

aonhewitt.com.au

Risk. Reinsurance. Human Resources.