Interfront 2024 Annual Report

INTERFRONT ANNUAL REPORT 2024 The Employee Value Proposition (EVP) The most important building blocks of an EVP are: COMPENSATION CULTURE BENEFITS CAREER DEVELOPMENT WORK ENVIRONMENT Compensation Interfront is dedicated to maintaining a remuneration framework that attracts and retains highly skilled employees. The primary aim of this philosophy is to ensure that employees are equitably recognised and rewarded on the basis of their individual contributions to Interfront’s operational and financial performance. This philosophy is aligned with Interfront’s strategic and business objectives, ensuring a strong correlation between employee compensation and Interfront’s overall goals. In addition, Interfront considers national, regional and other prevailing remuneration trends as part of its strategic approach to positioning the company’s remuneration philosophy. KEY HIGHLIGHTS JUNE 2023 SALARY INCREASES AND PERFORMANCE BONUSES: The approval of annual salary increases and performance bonuses positively impacted employee retention and turnover. Salary increases and bonuses were allocated on an individual basis in accordance with Interfront’s Performance Management Framework. NOVEMBER 2023 POSITIONING: A positioning pool amounting to 1% of the annual cost to company (CTC) was approved. The main objective was to align the remuneration of the newly acquired e@syFile team with industry standards and to elevate the compensation of employees below the 25th percentile, ensuring more equitable pay. EMPLOYEE PERCEPTION: The latest Employee Engagement Survey, along with our exit interview reports, indicates that most Interfront employees consider their compensation to be fair, highlighting the effectiveness of our remuneration framework. This framework underscores Interfront’s commitment to fair and competitive compensation, which is crucial for maintaining high levels of employee satisfaction and engagement.