Annual Report and Financial Statements 2007 - Tesco PLC
Annual Report and Financial Statements 2007 - Tesco PLC
Annual Report and Financial Statements 2007 - Tesco PLC
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Other elements<br />
• Shares In Success The Group operates a profit sharing<br />
scheme (Shares in Success) for the benefit of UK<br />
employees including Executive Directors. The scheme<br />
is available to employees with at least one year’s service<br />
at the Group’s year end <strong>and</strong> is recognised as a powerful<br />
incentive <strong>and</strong> retention tool for all employees. Shares in<br />
the Company are allocated to participants in the scheme<br />
on a pro-rata basis to base salary earned up to HMRC<br />
approved limits (currently £3,000 per annum). The amount<br />
of profit allocated to the scheme is determined by the<br />
Board, taking account of Company performance.<br />
• Save as You Earn Since 1981, the Group has operated<br />
a HMRC approved savings-related share option scheme<br />
(SAYE) for the benefit of employees including Executive<br />
Directors. Under this scheme, employees save up to a limit<br />
of £250 on a four-weekly basis via a bank/building society<br />
with an option to buy shares in <strong>Tesco</strong> <strong>PLC</strong> at the end of<br />
a three or five-year period at a discount of up to 20% of<br />
the market value. There are no performance conditions<br />
attached to SAYE options.<br />
• Buy As You Earn Since January 2002, the Group has<br />
operated the partnership shares element of a HMRC<br />
approved share investment plan for the benefit of<br />
employees including Executive Directors. Under this<br />
scheme, employees save up to a limit of £110 on a fourweekly<br />
basis to buy shares at market value in <strong>Tesco</strong> <strong>PLC</strong>.<br />
Pensions<br />
The retention of key management is critical to the future<br />
success of the business <strong>and</strong> to the growth of shareholder value.<br />
Pension provision is central to our ability to foster loyalty <strong>and</strong><br />
retain experience which is why <strong>Tesco</strong> wants to ensure that the<br />
<strong>Tesco</strong> Plc Pension Scheme is a highly valued benefit.<br />
All Executive Directors are members of the <strong>Tesco</strong> <strong>PLC</strong> Pension<br />
Scheme which provides a pension of up to two-thirds of<br />
base salary on retirement, normally at age 60, dependent on<br />
service. The Final Salary Scheme is now closed to new entrants<br />
but has been replaced by a different defined benefit pension<br />
scheme which accumulates each year <strong>and</strong> is based on career<br />
average earnings.<br />
Since April 2006, following implementation of the regulations<br />
contained within the Finance Act 2004, Executive Directors<br />
will be eligible to receive the maximum pension that can be<br />
provided from the registered pension scheme. The balance of<br />
any pension entitlement is delivered through an unapproved<br />
retirement benefits scheme (URBS). The URBS (SURBS) is<br />
‘secured’ by using a fixed charge over a cash deposit in a<br />
designated account. This provides no greater security than<br />
under the registered scheme. In particular, in the unlikely<br />
event that the registered scheme were to be wound up with<br />
a deficit, members would be no better off under the SURBS<br />
arrangements than those paid out of the registered scheme.<br />
Under these circumstances, to ensure parity, members of the<br />
SURBS would receive the same proportion of their total<br />
entitlement as those in the registered scheme.<br />
Over the last few years, pension contributions by our Executive<br />
Directors have been increasing progressively. In 2006/07, the<br />
level of contribution was 5% of salary <strong>and</strong> this will increase in<br />
July <strong>2007</strong> to 7% which will bring Executive Directors in line<br />
with senior management’s contribution levels.<br />
Further details of the pension benefits earned by the Directors<br />
can be found on page 34.<br />
Performance graph<br />
The graph below highlights the Group’s total shareholder return<br />
performance over the last five financial years, relative to the<br />
FTSE 100 index of companies. This index has been selected to<br />
provide an established <strong>and</strong> broad-based comparator group of<br />
retail <strong>and</strong> non-retail companies of similar scale to <strong>Tesco</strong>.<br />
£170<br />
£140<br />
£110<br />
£80<br />
£50<br />
Feb 01 Feb 02 Feb 03 Feb 04 Feb 05 Feb 06 Feb 07<br />
TOTAL SHAREHOLDER RETURN (TSR)<br />
TSR is the notional return from a share or index based<br />
on share price movements <strong>and</strong> declared dividends<br />
Service agreements<br />
The Executive Directors all have rolling service agreements<br />
with no fixed expiry date. These contracts are terminated on<br />
notice of 12 months by the Company <strong>and</strong> six months’ notice<br />
by the Executive.<br />
If an Executive Director’s employment is terminated (other than<br />
pursuant to the notice provisions in the service agreement or<br />
by reason of resignation or unacceptable performance or<br />
conduct) the Company will pay, by way of liquidated damages,<br />
a sum calculated on the basis of basic salary <strong>and</strong> the average<br />
annual bonus paid for the last two years. No account will be<br />
taken of pension or any other benefit or emolument.<br />
Termination payments will be subject to mitigation. This means<br />
that liquidated damages amounts will be paid in instalments to<br />
permit mitigation <strong>and</strong> earlier payment will be made based on<br />
long service in line with <strong>Tesco</strong> policy which respects <strong>and</strong> rewards<br />
loyalty. If the termination occurs within one year of retirement,<br />
the termination payment will be reduced accordingly.<br />
To reflect his length of service with <strong>Tesco</strong> <strong>and</strong> the early age of<br />
his appointment as CEO, Sir Terry Leahy’s service agreement<br />
provides for his full pension entitlement to become available<br />
on retirement on or after his 57th birthday.<br />
FTSE<br />
31<br />
<strong>Tesco</strong><br />
THE BOARD AND THEIR<br />
RESPONSIBILITIES