The Remuneration CommitteeMain role: The main role of the Remuneration Committee is to provide support to the board of directors in its responsibility to define the remuneration policy that is line with the company's long-term objectives. The committee should consider and then recommend compensation policies that will be applicable to each level of employee in the company. The committee should ensure that it pays particular attention to the remuneration of the company's most senior executives and the remuneration of non-executive directors who serve on the board of directors. It is the responsibility of the remuneration committee to ensure that their report on the remuneration of directors and senior executives is timely, accurate, complete and easy to read, understand and communicate. The committee should create an effective compensation policy that is aligned with the company's long-term strategy. This compensation policy should then be applied consistently to all levels of employees throughout the company. The compensation policy created should receive approval from the board of directors and should also be put to a vote at the annual meeting of shareholders. The policy should be modified as and when the need arises due to changing business circumstances. Mandate: The remuneration committee needs a clear mandate. This mandate should clearly outline the goals and objectives of the compensation committee as well as provide a clear understanding of all roles and responsibilities of the members of the committee. The mandate should clearly state the committee composition requirements, the committee meeting procedures, how authority should be delegated and how… half of the document… h for communication with interested parties.- Make recommendations on rates for non-executive directors for the next financial year.2nd quarter:- Communication with stakeholders at the Annual General Meeting3rd quarter:- Review of incentive plans.- Review of the effectiveness of the remuneration committee. - Review of the effectiveness of internal opinions and external subjects.- Review of the effectiveness of remuneration policies and systems.- Review of the objectives and measures of the annual incentive plan.- Review of the succession plan including the appointments and resignations of new senior levels.- Review the company's pension plans.Quarter 4:- External review competitiveness of pay for benchmarking purposes.- Obtain advice from external consultants or HR regarding pay trends.- Agree a mandate for salary negotiations.- Discussion on the performance of executive directors