Recognising success through pay and rewards
We value our employees. We want to look after them well. They are expected to take the initiative, achieve results, help the company grow and together, achieve success. Their individual performance can drive their personal and team’s achievement of work goals which can result in financial gain through one or more of these three ways - basic pay, annual bonus and long-term incentives.
Market-competitive basic pay
Your salary is the basic pay for the job you do. It’s determined by three factors: the level of responsibility and expectations attached to your role; your skills and experience; and the market rate. First Quantum regularly compares its basic pay with the salaries of other mining companies, to ensure our salaries are competitive and will attract the right talent to the business.
Each year we set a bonus pot for the Group based on achievement against company-wide performance metrics. The bonus pot is divided between the various sites and operations. Through performance reviews, managers assess the achievements of the employee and recommend the size of bonus each person should receive.
Long-term performance incentives
Team members who are tasked with making extraordinary and significant contributions receive long-term incentives in the form of share units. These are either Restricted Share Units (RSUs) or Performance Share Units (PSUs). Share units convert to shares in First Quantum, giving employees shared ownership in the company and added motivation to help the company achieve its goals.