2014

CRD IVDISCLOSURE

AS AT 30 SEPTEMBER 2014
REMUNERATION DISCLOSURE

ANZ CRD IV disclosure

September 2014

Important noticeThis document has been prepared by Australia and New Zealand Banking Group Limited (ANZ) to meetits disclosure obligations under the Prudential Regulation Authority’s (PRA’s) Senior Management
Arrangements, Systems and Controls sourcebook (SYSC) 19A.3.12A R as applicable to ANZ’s United
Kingdom (UK) operations.
This disclosure was prepared as at 30 September 2014. ANZ has a continuous disclosure policy, underwhich ANZ will immediately notify the market of any material price sensitive information concerning theGroup, in accordance with legislative and regulatory disclosure requirements.

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ANZ CRD IV disclosure

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Remuneration Disclosure
Basis of Disclosure
The Capital Requirements Regulation (CRR) and Capital Requirements Directive (CRD) (together, CRD IV)
came into force on 1 January 2014. These rules are enforced in the United Kingdom (UK), together with
implementing rules, by the Prudential Regulation Authority (PRA). This document presents the 2014
remuneration disclosures of ANZ as required by the remuneration disclosure requirements of thePrudential Regulation Authority’s (PRA’s) Senior Management Arrangements, Systems and Controls
sourcebook (SYSC) 19A.3.12A R.
The disclosures contained in this document are based on information that is consistent with information
provided to ANZ’s external auditor. Additional information on ANZ’s remuneration policies and structures
is contained in the ANZ 2014 Annual Report and in the ANZ 2014 APS 330 Basel III Pillar 3 remuneration
disclosures report.
Bodies that oversee Remuneration
The ultimate responsibility for the sound and prudent management of remuneration at ANZ rests with theANZ Board. The Board is assisted in overseeing remuneration matters, including adherence to ANZ
remuneration policies and practices, by the Board Human Resources Committee (HRC).
Throughout the course of the year the HRC has made all remuneration-related decisions andrecommendations to the Board independently of Management. The HRC also has free and unfetteredaccess to ANZ employees and to relevant external advisors, when required.
Design and Structure of Remuneration Processes
The ANZ Remuneration Policy provides the HRC and management with a consistent framework formanaging remuneration and remuneration-related matters. Where overseas legislative/regulatory
requirements for foreign-owned financial services companies exceed ANZ’s Remuneration Policy
requirements, the ANZ Remuneration Policy has adopted specific country addendums to apply the local
regulatory requirements to any impacted employees in the relevant jurisdiction.
ANZ’s remuneration framework addresses:•Remuneration mix and market positioning;•Fixed and variable remuneration;•Shareholding guidelines and hedging prohibitions;•Independence of Risk and Financial Control Personnel;•Requirements for other ANZ Australian Prudential Regulatory Authority (APRA) Regulated
Entities and Registered Superannuation Entity Licensees and UK based employees; and•Engagement of remuneration consultants.
The primary objectives of the ANZ Remuneration Policy are:•creating and enhancing value for all ANZ stakeholders;•emphasising the ‘at risk’ components of total rewards to increase alignment with shareholders
and encourage behaviour that supports both the long term financial soundness and the risk
management framework of ANZ, and deliver superior long term total shareholder returns;•differentiating rewards in line with ANZ’s culture of rewarding for outperformance anddemonstration of values led behaviours; and•providing a competitive reward proposition to attract, motivate and retain the highest quality
individuals in order to deliver ANZ’s business and growth strategies.
Performance and remuneration outcomes for all Risk and Financial Control Personnel are determined by
the appropriate reporting manager within these functions directly, and not the business that theindividual supports. This ensures individuals are remunerated independently of the business theyoversee.
An effectiveness review of the ANZ Remuneration Policy is conducted by management for review by theHRC and Board on an annual basis to ensure that it remains appropriate for its intended purpose, and iscompliant with the APRA Prudential Standard (CPS) 510: Governance andthe specific overseas
legislative/regulatory requirements for foreign-owned financial services companies where relevant. The
HRC last reviewed the ANZ Remuneration Policy in February 2014 with minor updates approved by theBoard at the time. The ANZ Remuneration Policy and its specific country addendums remain appropriatefor their intended purpose and are compliant.

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