AmazonScience/document-haystack
Document Haystack Dataset This repository contains the dataset for the paper “Document Haystack: A Long Context Multimodal Image/Document Understanding Vision LLM Benchmark”. 📑 Abstract Paper The proliferation of multimodal Large Language Models has significantly advanced the ability to analyze and understand complex data inputs from different modalities. However, the processing of long documents remains under-explored, largely due to a lack of suitable… See the full description on the dataset page: https://huggingface.co/datasets/AmazonScience/document-haystack.
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1742APA GROUP ANNUAL REPORT 20233APA Infrastructure Trust and its Controlled Entities 4Remuneration Report5Remuneration Report6Letter from the Chair of the People and Remuneration Committee 7I am pleased to present the Remuneration Report of APA Group (APA or the Company) for financial 8year 2023.9APA’s position as a market leader in the Australian energy infrastructure sector is reflected in our 10solid FY23 company performance with underlying EBITDA increasing by 2% to $1,725 million. 11Key Management Personnel (KMP) changes in FY2312In FY23 we appointed Adam Watson to the CEO/MD role and Darren Rogers was appointed to the 13role of Group Executive (GE) Strategy & Commercial.14Ross Gersbach moved into a different leadership team role as the GE Commercial Development, 15which is not considered to be a KMP role. 16Remuneration outcomes for FY2317Reflecting strong financial and non-financial performance, the Short-Term Incentive (STI) outcome 18was 78.9% of maximum for the CEO/MD and 76.3% of maximum for the GE Strategy & Commercial. 19The FY21 Long-Term Incentive (LTI) was tested at the end of FY23. The relative Total Shareholder 20Return (TSR) metric was not met, however the return on capital (ROC) hurdle was met. This resulted 21in 50% of LTI becoming available to vest according to APA’s LTI vesting schedule. 22Remuneration changes for FY23 23The sole change made to the remuneration framework in FY23 was the introduction of climate-24related metrics for 10% of the STI scorecard, set in-line with meeting the objectives of our Climate 25Transition Plan. 26Upon promotion to their new roles Adam Watson and Darren Rogers’ remuneration was increased 27to reflect their new responsibilities and was made with reference to peer market benchmarking data. 28FY24 and beyond29A review was undertaken in FY23 to ensure the executive remuneration framework remains 30competitive and fit for purpose. As a result of this review the STI maximum opportunity for 31KMP (excluding the CEO/MD) will increase from 60% of fixed pay to 75% of fixed pay. Even after 32this change, APA’s remuneration mix maintains a significant weighting to long-term performance, 33while making the short term opportunity more competitive relative to market.34I hope you find this Remuneration Report informative. We look forward to receiving your support at 35the 2023 AGM.36Peter Wasow 37People and Remuneration Committee Chair