Company: RDPTF
Filing Date: 2025-09-18
Form Type: 20-F
Source: 0001213900-25-088699
Chunk: 106

Company: Radiopharm Theranostics Ltd
Filing Date: 2025-09-18
Form: 20-F
Item: Item 6
Chunk 106
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committee is made up of independent non-executive directors. The committee reviews and determines our remuneration policy and structure
annually to ensure it remains aligned to business needs and meets our remuneration principles. In particular, the board aims to ensure
that remuneration practices are:

  competitive and reasonable, enabling the group to attract and  

  aligned to the group’s strategic and business objectives and  

  transparent and easily understood, and  

  acceptable to shareholders.  

Fixed Remuneration. Executives’
fixed remuneration comprises salary, superannuation and non-monetary and is reviewed annually by the CEO, and in turn, the Remuneration
Committee. This review takes into account the executives’ experience, performance in achieving agreed objectives and market factors
as appropriate.

Variable Remuneration
 - Short Term Incentive Scheme. Executives may be entitled to receive a combination of short term incentives (“ STI”)
and long term incentives (“ LTI”) as part of their total remuneration if they achieve certain performance indicators as set
by the Board. These STI /LTI may be paid either by cash, or a combination of cash and the issue of equity in our company, at the determination
of the Board and Remuneration Committee.

Company and individual performance
goals determined by the remuneration committee. KPIs may include increasing shareholder value, enhancing the group’s pipeline and driving
the development of the group’s assets. Each individual is assessed by the remuneration committee and allocated a percentage achievement
for their bonus.

Variable Remuneration - 
Long Term Incentive Scheme. Executives may also be provided with longer-term incentives through our Omnibus Incentive Plan that was
approved by shareholders at our annual general meeting held on November 13, 2023. Company and individual performance goals determined
by the remuneration committee. KPIs may include increasing shareholder value, enhancing the group’s pipeline and driving the development
of the group’s assets. Each individual is assessed by the remuneration committee and allocated a percentage achievement for their
bonus.

Assessing performance
and claw-back of remuneration

The remuneration and nomination
committee is responsible for assessing performance against Key Performance Indicator (KPIs) and determining the STI and LTI to be paid.
To assist in this assessment, the committee receives data from independently run surveys. Performance is monitored on an informal basis
throughout the year and a formal