| DURING THE FINANCIAL YEAR 2024-25, THE BOARD, BASIS RECOMMENDATION RECEIVED FROM THE NOMINATION & REMUNERATION COMMITTEE (‘NRC’), HAVE CARRIED OUT THE ANNUAL PERFORMANCE EVALUATION. THE EVALUATION HAS BEEN CARRIED OUT THROUGH A QUESTIONNAIRE, FORMULATED BY NRC, COVERING VARIOUS EVALUATION CRITERIA, LIKE BOARD COMPOSITION, MEETING OF BOARD AND PARTICIPATION OF BOARD MEMBERS, FUNCTIONS OF THE BOARD, COMMITTEE(S) COMPOSITION, FUNCTIONS OF THE COMMITTEE(S), COMMON UNDERSTANDING OF ROLES & RESPONSIBILITIES; THE BOARD’S REVIEW AND GUIDANCE ON CORPORATE STRATEGIES SUCH AS RESTRUCTURING, MAJOR PLANS AND POLICIES, BUDGETS, PERFORMANCE AND EXPENDITURE, ETC. FEEDBACK WAS SOUGHT FROM EACH DIRECTOR IN THE SAID QUESTIONNAIRE BASED ON THE FRAMEWORK AND, THEREAFTER, A SUMMARY OF SUCH PERFORMANCE EVALUATION, COMPILED BY THE COMPANY SECRETARY, WAS REVIEWED AND NOTED BY THE BOARD. THE NOMINATION & REMUNERATION POLICY OF THE COMPANY CONSISTS OF THE CRITERIA FOR APPOINTMENT OF BOARD MEMBERS, KEY MANAGERIAL PERSONNEL AND SENIOR MANAGEMENT OF THE COMPANY, PERFORMANCE EVALUATION AND SUCCESSION PLANNING PROCESS. SOME OF THE INDICATORS FOR APPOINTMENT OF DIRECTORS, KEY MANAGERIAL PERSONNEL AND SENIOR MANAGEMENT INCLUDES CRITERIA FOR DETERMINING QUALIFICATIONS (EDUCATIONAL, EXPERTISE ETC.) AND REMUNERATION, POSITIVE ATTRIBUTES (PERSONAL QUALITIES & CHARACTERISTICS, REPUTATION ETC.) WITH THE OBJECT OF ATTRACTING, RETAINING AND MOTIVATING TALENT WHICH IS REQUIRED TO RUN THE COMPANY SUCCESSFULLY. |
| DURING THE FINANCIAL YEAR 2019-20, THE BOARD IN CONSULTATION WITH THE NOMINATION & REMUNERATION COMMITTEE (‘NRC’), HAS CARRIED OUT THE FORMAL ANNUAL PERFORMANCE EVALUATION OF THE BOARD, ITS COMMITTEES, AND INDIVIDUAL DIRECTORS. THE EVALUATION HAS BEEN CARRIED OUT THROUGH A QUESTIONNAIRE, FORMULATED BY NRC, COVERING VARIOUS EVALUATION CRITERIA, LIKE COMMON UNDERSTANDING OF ROLES & RESPONSIBILITIES; COMPOSITION OF THE BOARD IS APPROPRIATE AND DIVERSIFIED AND THE BOARD FUNCTIONS AS A TEAM; THE BOARD ADEQUATELY REVIEWS AND GUIDES CORPORATE STRATEGIES SUCH AS RESTRUCTURING, MAJOR PLANS AND POLICIES, BUDGETS, PERFORMANCE AND EXPENDITURE; EFFECTIVE RESPONSE TO CRISIS, IF ANY, AND ABILITY TO FORESEE THE SAME; SUBSTANTIAL BUSINESS EXPERIENCE OR PROFESSIONAL EXPERTISE; INITIATIVES TAKEN AND VALUABLE CONTRIBUTIONS IN MEETINGS, ETC. FEEDBACK WAS SOUGHT FROM EACH DIRECTOR IN THE SAID QUESTIONNAIRE BASED ON THE FRAMEWORK AND, THEREAFTER, A SUMMARY OF SUCH PERFORMANCE EVALUATION, COMPILED BY THE COMPANY SECRETARY, WAS REVIEWED AND NOTED BY THE BOARD. THE NOMINATION & REMUNERATION POLICY OF THE COMPANY CONSISTS THE CRITERIA FOR APPOINTMENT OF BOARD MEMBERS, PERFORMANCE EVALUATION AND SUCCESSION PLANNING PROCESS. SOME OF THE INDICATORS FOR APPOINTMENT OF DIRECTORS, KEY MANAGERIAL PERSONNEL AND SENIOR MANAGEMENT INCLUDES CRITERIA FOR DETERMINING QUALIFICATIONS (EDUCATIONAL, EXPERTISE, ETC.), POSITIVE ATTRIBUTES (PERSONAL QUALITIES & CHARACTERISTICS, REPUTATION, ETC.) WITH THE OBJECT OF ATTRACTING, RETAINING AND MOTIVATING TALENT WHICH IS REQUIRED TO RUN THE COMPANY SUCCESSFULLY. |
| DURING THE FINANCIAL YEAR 2021-22, THE BOARD IN CONSULTATION WITH THE NOMINATION & REMUNERATION COMMITTEE (‘NRC’), HAS REVISED THE ANNUAL EVALUATION FRAMEWORK FOR BOARD, COMMITTEE(S) AND INDIVIDUAL DIRECTOR(S) AND THE DIRECTORS HAVE CARRIED OUT THE ANNUAL PERFORMANCE EVALUATION. THE EVALUATION HAS BEEN CARRIED OUT THROUGH A QUESTIONNAIRE, FORMULATED BY NRC, COVERING VARIOUS EVALUATION CRITERIA, LIKE BOARD COMPOSITION, MEETING OF BOARD AND PARTICIPATION OF BOARD MEMBERS, FUNCTIONS OF THE BOARD, COMMITTEE(S) COMPOSITION, FUNCTIONS OF THE COMMITTEE(S), COMMON UNDERSTANDING OF ROLES & RESPONSIBILITIES; THE BOARD ADEQUATELY REVIEWS AND GUIDES CORPORATE STRATEGIES SUCH AS RESTRUCTURING, MAJOR PLANS AND POLICIES, BUDGETS, PERFORMANCE AND EXPENDITURE, ETC. FEEDBACK WAS SOUGHT FROM EACH DIRECTOR IN THE SAID QUESTIONNAIRE BASED ON THE FRAMEWORK AND, THEREAFTER, A SUMMARY OF SUCH PERFORMANCE EVALUATION, COMPILED BY THE COMPANY SECRETARY, WAS REVIEWED AND NOTED BY THE BOARD. DURING THE FINANCIAL YEAR 2021-22, THE BOARD ON RECOMMENDATION OF THE NOMINATION & REMUNERATION COMMITTEE APPROVED THE REVISION IN THE NOMINATION AND REMUNERATION POLICY OF THE COMPANY. THE POLICY CONSISTS OF THE CRITERIA FOR APPOINTMENT OF BOARD MEMBERS, KEY MANAGERIAL PERSONNEL AND SENIOR MANAGEMENT OF THE COMPANY, PERFORMANCE EVALUATION AND SUCCESSION PLANNING PROCESS. SOME OF THE INDICATORS FOR APPOINTMENT OF DIRECTORS, KEY MANAGERIAL PERSONNEL AND SENIOR MANAGEMENT INCLUDES CRITERIA FOR DETERMINING QUALIFICATIONS (EDUCATIONAL, EXPERTISE ETC.) AND REMUNERATION, POSITIVE ATTRIBUTES (PERSONAL QUALITIES & CHARACTERISTICS, REPUTATION ETC.) WITH THE OBJECT OF ATTRACTING, RETAINING AND MOTIVATING TALENT WHICH IS REQUIRED TO RUN THE COMPANY SUCCESSFULLY. |
| DURING THE FINANCIAL YEAR 2023-24, THE BOARD, BASIS RECOMMENDATION RECEIVED FROM THE NOMINATION & REMUNERATION COMMITTEE (‘NRC’), HAVE CARRIED OUT THE ANNUAL PERFORMANCE EVALUATION. THE EVALUATION HAS BEEN CARRIED OUT THROUGH A QUESTIONNAIRE, FORMULATED BY NRC, COVERING VARIOUS EVALUATION CRITERIA, LIKE BOARD COMPOSITION, MEETING OF BOARD AND PARTICIPATION OF BOARD MEMBERS, FUNCTIONS OF THE BOARD, COMMITTEE(S) COMPOSITION, FUNCTIONS OF THE COMMITTEE(S), COMMON UNDERSTANDING OF ROLES & RESPONSIBILITIES; THE BOARD’S REVIEW AND GUIDANCE ON CORPORATE STRATEGIES SUCH AS RESTRUCTURING, MAJOR PLANS AND POLICIES, BUDGETS, PERFORMANCE AND EXPENDITURE, ETC. FEEDBACK WAS SOUGHT FROM EACH DIRECTOR IN THE SAID QUESTIONNAIRE BASED ON THE FRAMEWORK AND, THEREAFTER, A SUMMARY OF SUCH PERFORMANCE EVALUATION, COMPILED BY THE COMPANY SECRETARY, WAS REVIEWED AND NOTED BY THE BOARD. THE NOMINATION & REMUNERATION POLICY OF THE COMPANY CONSISTS OF THE CRITERIA FOR APPOINTMENT OF BOARD MEMBERS, KEY MANAGERIAL PERSONNEL AND SENIOR MANAGEMENT OF THE COMPANY, PERFORMANCE EVALUATION AND SUCCESSION PLANNING PROCESS. SOME OF THE INDICATORS FOR APPOINTMENT OF DIRECTORS, KEY MANAGERIAL PERSONNEL AND SENIOR MANAGEMENT INCLUDES CRITERIA FOR DETERMINING QUALIFICATIONS (EDUCATIONAL, EXPERTISE ETC.) AND REMUNERATION, POSITIVE ATTRIBUTES (PERSONAL QUALITIES & CHARACTERISTICS, REPUTATION ETC.) WITH THE OBJECT OF ATTRACTING, RETAINING AND MOTIVATING TALENT WHICH IS REQUIRED TO RUN THE COMPANY SUCCESSFULLY. |
| DURING THE FINANCIAL YEAR 2022-23, THE BOARD, BASIS ADVICE RECEIVED FROM THE NOMINATION & REMUNERATION COMMITTEE (‘NRC’), HAS REVISED THE ANNUAL EVALUATION FRAMEWORK FOR BOARD, COMMITTEE(S) AND INDIVIDUAL DIRECTOR(S) AND THE DIRECTORS HAVE CARRIED OUT THE ANNUAL PERFORMANCE EVALUATION. THE EVALUATION HAS BEEN CARRIED OUT THROUGH A QUESTIONNAIRE, FORMULATED BY NRC, COVERING VARIOUS EVALUATION CRITERIA, LIKE BOARD COMPOSITION, MEETING OF BOARD AND PARTICIPATION OF BOARD MEMBERS, FUNCTIONS OF THE BOARD, COMMITTEE(S) COMPOSITION, FUNCTIONS OF THE COMMITTEE(S), COMMON UNDERSTANDING OF ROLES & RESPONSIBILITIES; THE BOARD’S REVIEW AND GUIDANCE ON CORPORATE STRATEGIES SUCH AS RESTRUCTURING, MAJOR PLANS AND POLICIES, BUDGETS, PERFORMANCE AND EXPENDITURE, ETC. FEEDBACK WAS SOUGHT FROM EACH DIRECTOR IN THE SAID QUESTIONNAIRE BASED ON THE FRAMEWORK AND, THEREAFTER, A SUMMARY OF SUCH PERFORMANCE EVALUATION, COMPILED BY THE COMPANY SECRETARY, WAS REVIEWED AND NOTED BY THE BOARD. THE NOMINATION & REMUNERATION POLICY OF THE COMPANY CONSISTS OF THE CRITERIA FOR APPOINTMENT OF BOARD MEMBERS, KEY MANAGERIAL PERSONNEL AND SENIOR MANAGEMENT OF THE COMPANY, PERFORMANCE EVALUATION AND SUCCESSION PLANNING PROCESS. SOME OF THE INDICATORS FOR APPOINTMENT OF DIRECTORS, KEY MANAGERIAL PERSONNEL AND SENIOR MANAGEMENT INCLUDES CRITERIA FOR DETERMINING QUALIFICATIONS (EDUCATIONAL, EXPERTISE ETC.) AND REMUNERATION, POSITIVE ATTRIBUTES (PERSONAL QUALITIES & CHARACTERISTICS, REPUTATION ETC.) WITH THE OBJECT OF ATTRACTING, RETAINING AND MOTIVATING TALENT WHICH IS REQUIRED TO RUN THE COMPANY SUCCESSFULLY. |
| DURING FINANCIAL YEAR 2020-21, THE BOARD IN CONSULTATION WITH THE NOMINATION & REMUNERATION COMMITTEE (‘NRC’), HAS CARRIED OUT THE FORMAL ANNUAL PERFORMANCE EVALUATION OF THE BOARD, ITS COMMITTEES, AND INDIVIDUAL DIRECTORS. THE EVALUATION HAS BEEN CARRIED OUT THROUGH A QUESTIONNAIRE, FORMULATED BY NRC, COVERING VARIOUS EVALUATION CRITERIA, LIKE COMMON UNDERSTANDING OF ROLES & RESPONSIBILITIES; COMPOSITION OF THE BOARD IS APPROPRIATE AND DIVERSIFIED AND THE BOARD FUNCTIONS AS A TEAM; THE BOARD ADEQUATELY REVIEWS AND GUIDES CORPORATE STRATEGIES SUCH AS RESTRUCTURING, MAJOR PLANS AND POLICIES, BUDGETS, PERFORMANCE AND EXPENDITURE; EFFECTIVE RESPONSE TO CRISIS, IF ANY, AND ABILITY TO FORESEE THE SAME; SUBSTANTIAL BUSINESS EXPERIENCE OR PROFESSIONAL EXPERTISE; INITIATIVES TAKEN AND VALUABLE CONTRIBUTIONS IN MEETINGS ETC. FEEDBACK WAS SOUGHT FROM EACH DIRECTOR IN THE SAID QUESTIONNAIRE BASED ON THE FRAMEWORK AND, THEREAFTER, A SUMMARY OF SUCH PERFORMANCE EVALUATION, COMPILED BY THE COMPANY SECRETARY, WAS REVIEWED AND NOTED BY THE BOARD. THE NOMINATION & REMUNERATION POLICY OF THE COMPANY CONSISTS THE CRITERIA FOR APPOINTMENT OF BOARD MEMBERS, KEY MANAGERIAL PERSONNEL AND SENIOR MANAGEMENT/OTHER EMPLOYEES OF THE COMPANY, PERFORMANCE EVALUATION AND SUCCESSION PLANNING PROCESS. SOME OF THE INDICATORS FOR APPOINTMENT OF DIRECTORS, KEY MANAGERIAL PERSONNEL AND SENIOR MANAGEMENT INCLUDES CRITERIA FOR DETERMINING QUALIFICATIONS (EDUCATIONAL, EXPERTISE ETC.), POSITIVE ATTRIBUTES (PERSONAL QUALITIES & CHARACTERISTICS, REPUTATION ETC.) WITH THE OBJECT OF ATTRACTING, RETAINING AND MOTIVATING TALENT WHICH IS REQUIRED TO RUN THE COMPANY SUCCESSFULLY. |