For Sunan Pty Ltd to have a successful float, detailed and well-thought-out remuneration governance must be developed. The following recommendations have been developed to create a remuneration program to maximize shareholder interest for Sunan Pty Ltd. value*****Compensation packages should reward success over short and long term periods with an emphasis on the long term*****Compensation packages should be fair to all stakeholders in the the companyREMUNERATION COMMITTEEThe determination of executive compensation packages must be managed by a committee composed of completely independent directors. Compensation committee members must be able to exercise independent judgment while being able to balance the long-term interests of shareholders with the need to attract, motivate and retain management. To ensure a good balance, the committee must take into account the members of the committee and its functioning. Selection of committee members When selecting committee members, Sunan Pty Ltd should take into account the following: • Diversity of professional backgrounds and, where possible, include members with expertise in executive remuneration. • There should be no have not less than 66% non-CEO representatives on the board of directors.• Mr. Sonny Sunan should not be part of the board of directors for it to be fully independent. Mr. Sonny Sunan should not be part of the selection of members who sit on the remuneration committee to keep it fully independent. Role of the Committee The role of the Committee is to: • Oversee the remuneration policies of Sunan Pty Ltd • Recommend to the Board of Directors incentive remuneration and share-based plans. • Review and recommend salary packages to attract and retain senior management. • Conduct annual performance review and recommend package or compensation.< http://www.ventracor.com/investor/corpgov/Remuneration%20Committee_Sept03.pdf >TYPES OF COMPENSATION PACKAGES I recommend an executive compensation package that includes a performance bonus on base salary and long-term incentives in the form of stock options. Stock options should be subject to restrictions whereby they can only be sold when certain conditions are met. This encourages the alignment of interests of managers and shareholders. Some options that the committee could implement may be: Shareholding The remuneration committee should require executives to maintain a significant equity investment in Sunan Pty Ltd. Shareholding guidelines should be put in place. ideal place to align the interests of managers with those of shareholders. The committee should make it mandatory that executives own a significant share of the company's stock.Short-term incentives