Annual report and financial statements 2011 - Analist.nl
Annual report and financial statements 2011 - Analist.nl
Annual report and financial statements 2011 - Analist.nl
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58<br />
Governance<br />
Remuneration<br />
<strong>report</strong><br />
continued<br />
Performance Share Plan (PSP) – long-term incentive<br />
The Performance Share Plan will continue to be the primary<br />
long-term incentive for executive directors <strong>and</strong> senior managers<br />
in the Company. As described in the introduction to this <strong>report</strong>,<br />
shareholder approval is being sought at the AGM for a number<br />
of changes as part of the review of our Senior remuneration<br />
framework:<br />
– the exceptional award limit of 400% of salary is being removed,<br />
<strong>and</strong> the maximum individual award opportunity will be established<br />
at a reduced level of 300% of salary. The Committee’s intention<br />
is for award levels to be conventionally referenced to 250% of<br />
salary. This change, taken together with the reduction to the<br />
annual bonus opportunity, is value neutral but will give a greater<br />
weighting in the package towards long-term performance <strong>and</strong><br />
value creation for shareholders; <strong>and</strong><br />
– we have historically focused entirely on point-to-point EPS<br />
growth. Going forward, performance will be assessed against<br />
metrics directly relating to the strategic priorities that have been<br />
established for the business <strong>and</strong> communicated to the market.<br />
PSP awards in <strong>2011</strong>/12 will drive performance based on the key<br />
metrics set out in the tables below.<br />
Each element of performance will be assessed independently.<br />
‘Threshold’ performance against any metric will lead to 20%<br />
vesting of that element of the award. Awards will vest on a<br />
straight-line basis for performance between ‘threshold’ <strong>and</strong><br />
‘maximum’ performance. The Committee intends to keep the<br />
performance measures, <strong>and</strong> their relative weightings under<br />
review, <strong>and</strong> will ensure that appropriately stretching targets are<br />
set for each new performance cycle.<br />
Performance Share Plan metrics for <strong>2011</strong>/12<br />
Performance metric<br />
Weighting<br />
(% of total award) Commercial rationale Basis of measurement<br />
EPS 50% Ensure focus on bottom-line<br />
performance<br />
ROCE 20% Rewards efficient use of<br />
capital<br />
Revenue 30% Encourage top-line growth<br />
in line with new strategy<br />
Based on cumulative adjusted (underlying basic)<br />
EPS over the three-year performance period<br />
Vesting based on average ROCE (%) over<br />
the three-year performance period against<br />
pre-determined targets<br />
Based on strategic growth targets provided<br />
in the market update:<br />
– 10% on UK;<br />
– 10% on Multi-channel; <strong>and</strong><br />
– 10% on International<br />
Performance Share Plan awards for <strong>2011</strong>/12<br />
For awards made in <strong>2011</strong>/12, the performance targets that will apply in respect of each metric are:<br />
Cumulative EPS (p)<br />
ROCE<br />
(%)<br />
Revenue (FY14 – £m)<br />
UK 1 Multi channel 2 International 3<br />
Weighting (% of total award) 50% 20% 10% 10% 10%<br />
‘Threshold’ performance 110p 17% £9,200m £700m £1,100m<br />
‘Maximum’ performance 130p 18.5% £9,900m £1,000m £1,400m<br />
1 Excluding Multi-channel.<br />
2 Net of VAT/gross of returns.<br />
3 Excluding Multi-channel/including Republic of Irel<strong>and</strong>.<br />
Marks <strong>and</strong> Spencer Group plc <strong>Annual</strong> <strong>report</strong> <strong>and</strong> <strong>financial</strong> <strong>statements</strong> <strong>2011</strong>