FGV Annual Report 2013

STAtement on corporate governance Penyata Tadbir Urus Korporat Access to Senior Management, Company Secretary and Independent Professional Advice Complete and unrestricted access is provided to the Board, either collectively or in their individual capacities by Senior Management. In addition to regular presentations by the Senior Management to the Board and Board Committees, Directors may seek briefings from Senior Management on specific matters. The Board also has complete and unrestricted access to the advice of the Company Secretary to enable them to discharge their duties effectively. Authority is also given to the Board to seek independent professional advice, if necessary at the Company’s expense from time to time in the performance of their duties. All Board Committees also have access to independent professional advice on the same basis. Board Performance Evaluation A formal evaluation to assess the Board’s effectiveness was conducted to assess the Board’s performance as well as to recommend improvement areas and remedial actions on the Board’s administration and process. The performance evaluation was conducted for the Board as a whole, its Committees and contribution of each individual Director. For the FYE 2013, the Board appointed an external consultant to facilitate the Board evaluation process. The evaluation process involved a peer and self-review assessment, where Directors’ assessed their own and also their fellow Directors’ performance, taking into consideration the principles as enunciated in the Guide and the Code. Self-assessment questionnaires were developed, endorsed by the Nomination Committee and approved by the Board before it was distributed to all respective Board members. The questionnaire covers areas that include, amongst others, the responsibilities of the Board in relation to strategic planning, risk management, performance management, financial reporting, external audit and internal control processes, human capital management, corporate social responsibility, communication, corporate governance, and shareholders’ interest and value. Other areas being assessed include the Board composition and size, the contribution of each and every member of the Board at meetings, the Board’s decision-making and output, information and support rendered to the Board as well as meeting arrangements. Similar topics were covered in respect of the questionnaire for each of the Board Committees questionnaire. The results of these questionnaires are compiled and collectively summarised and reported to the Nomination Committee. The Nomination Committee Chairman presents the results of the evaluation during the Board Meeting for deliberation. The Board upon assessing the results of the evaluation, identifies recommendations and initiatives to enhance the effectiveness of the Board. Directors’ Remuneration The level of Directors’ remuneration is generally set to be competitive to attract and retain Directors of such calibre to provide the necessary skills and experience as required and commensurate with the responsibilities for the effective management and operations of the Group. The Board has formalised a Board Remunerations Policy which spells out the policy and framework of FGV Group directors’ remuneration. Akses kepada Pengurusan Kanan, Setiausaha Syarikat dan Khidmat Nasihat Profesional Bebas Akses lengkap tanpa had disediakan untuk Lembaga Pengarah, samada secara kolektif atau dalam kapasiti individu oleh Pengurusan Kanan. Di samping pembentangan biasa oleh Pengurusan Kanan kepada Lembaga Pengarah dan Jawatankuasa Lembaga Pengarah, para Pengarah boleh meminta diberi taklimat daripada Pengurusan Kanan mengenai perkara- perkara tertentu. Lembaga Pengarah juga mempunyai akses penuh dan tidak terhalang kepada nasihat Setiausaha Syarikat bagi membolehkan mereka melaksanakan tugas dengan berkesan. Lembaga Pengarah juga diberikan kuasa untuk mendapatkan khidmat nasihat profesional bebas, jika perlu atas perbelanjaan Syarikat dari masa ke semasa dalam melaksanakan tugas mereka. Semua Jawatankuasa Lembaga Pengarah juga mempunyai akses kepada nasihat profesional bebas atas dasar yang sama. Penilaian Prestasi Lembaga Pengarah Satu penilaian rasmi untuk menilai keberkesanan Lembaga Pengarah telah dijalankan untuk menilai prestasi Lembaga Pengarah serta mengesyorkan bidang-bidang penambahbaikan dan tindakan pembetulan terhadap pentadbiran dan proses Lembaga Pengarah. Penilaian prestasi tersebut telah dijalankan untuk Lembaga secara keseluruhan dan ke atas Jawatankuasa-jawatankuasanya serta sumbangan setiap Pengarah secara individu. Bagi TKB 2013, Lembaga Pengarah telah melantik sebuah firma perunding luar untuk membantu proses penilaian Lembaga Pengarah. Proses penilaian tersebut melibatkan penilaian rakan sejawat dan kajian kendiri, di mana para Pengarah menilai prestasi mereka sendiri dan rakan Pengarahmereka, denganmengambil kira prinsip-prinsip yang dinyatakan dalam Penduan dan Kod. Soal selidik penilaian kendiri telah dirangka dan diperakui oleh Jawatankuasa Pencalonan serta diluluskan oleh Lembaga Pengarah sebelum diedarkan kepada setiap ahli Lembaga Pengarah. Soal selidik tersebut meliputi aspek-aspek yang termasuk, antara lain, tanggungjawab Lembaga Pengarah berhubung perancangan strategik, pengurusan risiko, pengurusan prestasi, laporan kewangan, audit luar dan proses kawalan dalaman, pengurusan modal insan, tanggungjawab sosial korporat, komunikasi, tadbir urus korporat serta kepentingan dan nilai pemegang saham. Bidang-bidang lain yang dinilai termasuk komposisi dan saiz Lembaga Pengarah, sumbangan setiap ahli Lembaga Pengarah di mesyuarat-mesyuarat, proses membuat keputusan dan output Lembaga Pengarah, maklumat dan sokongan yang diberikan kepada Lembaga Pengarah serta pengaturan mesyuarat. Topik yang sama telah dibincangkan berkenaan soal selidik bagi setiap Jawatankuasa Lembaga. Keputusan soal selidik ini kemudiannya dikumpul dan diringkaskan secara kolektif serta dilaporkan kepada Jawatankuasa Pencalonan. Pengerusi Jawatankuasa Pencalonan membentangkan keputusan penilaian dalam Mesyuarat lembaga Pengarah untuk dibincangkan. Setelah meneliti keputusan penilaian tersebut, Lembaga Pengarah akan mengenal pasti saranan dan inisiatif seterusnya untuk mempertingkatkan keberkesanan Lembaga Pengarah. Imbuhan Pengarah Tahap imbuhan para pengarah secara umumnya ditetapkan supaya berdaya saing untuk menarik dan mengekalkan para Pengarah yang memiliki kewibawaan yang mampu menyumbangkan kemahiran dan pengalaman yang diperlukan dan setara dengan tanggungjawab demi pengurusan dan perjalanan operasi Kumpulan yang berkesan. Lembaga Pengarah telah menetapkan secara rasmi Dasar Imbuhan Lembaga Pengarah yang menjelaskan dasar serta rangka kerja imbuhan para pengarah Kumpulan FGV. Felda Global Ventures Holdings Berhad 120