Company: MOBBW
Filing Date: 2025-03-27
Form Type: 20-F
Source: 0001013762-25-003365
Chunk: 74

Company: Mobilicom Ltd
Filing Date: 2025-03-27
Form: 20-F
Item: Item 6
Chunk 74
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 of directors. The board of directors may, from time to time, receive advice from independent remuneration consultants to
ensure non-executive directors’ fees and payments are appropriate and in line with the market.

On October 19, 2023, we voluntarily
delisted our ordinary shares from the ASX and our ADS began trading exclusively on the Nasdaq on October 19, 2023. Our constitution (similar
to articles of association) require that the aggregate maximum non-executive directors’ remuneration be determined by the Company
in a general meeting. The most recent determination by shareholders in 2017 set the maximum annual aggregate collective remuneration of
all non-executive directors of AUD$250,000.

Executive remuneration

We aim to reward executives
based on their position and responsibility, with a level and mix of remuneration which has both fixed and variable components.

The executive remuneration
and reward framework has five components:

  base pay and non-monetary benefits;  

  short-term performance incentives;  

  share-based payments; and  

  other remuneration such as Israel social benefits, U. S. 401K plan and long service leave.  

The combination of these comprises
the executive’s total remuneration.

Fixed remuneration, consisting
of base salary, Israel social benefits, U. S. 401K plan, superannuation and non-monetary benefits, are reviewed annually by the board of
directors based on individual and business unit performance, our overall performance and comparable market remunerations.

Executives may receive their
fixed remuneration in the form of cash or other fringe benefits (for example motor vehicle benefits) where it does not create any additional
costs to us and provides additional value to the executive.

The short-term incentives,
or STI program is designed to align the targets of the business units with the performance hurdles of executives. STI payments are granted
to executives based on specific annual targets and key performance indicators, or KPI’s being achieved. KPI’s include profit
contribution, customer satisfaction, leadership contribution and product management.

The long-term incentives include
long service leave and share-based payments. Shares may be awarded to executives over a period of three years based on long-term incentive
measures. These include increase in shareholders’ value relative to the entire market and the increase compared to our direct competitors.

Details of Remuneration
for fiscal year 2024

The
following table presents in