FORWARD TOGETHER 88 Notes to Condensed Consolidated Financial Information 30 June 2023 27. SHARE-BASED COMPENSATION PLAN (continued) B. Share Option Plan by a subsidiary of the Company (continued) The fair value of the share options has been measured using the Black-Scholes option-pricing model. The following table lists the inputs to the model used: 31 December 2022 and 30 June 2023 Expected dividend yield (%) – Exercise price (US$) 14,545 Volatility (%) 33.1% Risk-free interest rate (%) 4.23% Expected life of option (years) 3.3 years The number and exercise price of share options under the ESOP Plan is as follows: Weighted average exercise price Number of options US$ At 1 January 2022 – Acquisition of subsidiary 14,545 790.13 Granted during the year 14,545 102.20 Cancelled during the year 14,545 (112.93) At 31 December 2022 (audited) and at 1 January 2023 and 30 June 2023 (unaudited) 779.40 C. Long Term Incentive Scheme The purpose of the Long Term Incentive Scheme is to attract skilled and experienced personnel, to incentivise them to remain with the Group and to motivate them to strive for the future development and expansion of the Group by providing them with the opportunity to acquire equity interests in the Company. Eligible participants of Long Term Incentive Scheme include employees, executive Directors and non-executive Directors (including independent non-executive Directors), agents or consultants of the Company or its Subsidiary who the Board considers, in its absolute discretion, have contributed or will contribute to the Group. Each Participant who accepts the offer of the grant of an award (“Award”, an award of RSUs and/or PSUs to be granted to a Participant under the Long Term Incentive Scheme (where a performance share unit (“PSU”), being a contingent right to receive a Share (or a Cash Payment) subject to certain terms and conditions (including performance-based vesting conditions) as set out in the Long Term Incentive Scheme and the relevant grant letter; a restricted share unit (“RSU”), being a contingent right to receive a Share (or a Cash Payment) subject to certain terms and conditions (including performance-based vesting conditions) as set out in the Long Term Incentive Scheme and the relevant grant letter) under the Long Term Incentive Scheme is a “Grantee”. The Long Term Incentive Scheme became effective on 2 June 2021 and, unless otherwise canceled or amended, will remain in force for 10 years from that date. The maximum number of shares in respect of which Awards may be granted under the Long Term Incentive Scheme (the “Maximum Number”) when aggregated with the maximum number of Shares in respect of any share options to be granted under the Post-IPO Share Option Scheme is that number which is equal to 10% of the total number of Shares in issue on the Adoption Date (i.e. up to total of 306,004,506 shares). According to the Long Term Incentive Scheme, the Board may grant an Award to a Participant by a notice (“Grant Letter”) in such form as the Board may from time to time determine, requiring the Participant to undertake to hold the Award on the terms and conditions on which it is to be granted and to be bound by the terms of the Long Term Incentive Scheme.
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