Nomination Committee reportIain NapierNon-Executive ChairmanCommittee ChairmanChristine Bogdanowicz-BindertIndependent Non-ExecutiveDirectorJeff CarrIndependent Non-ExecutiveDirectorBob LeeIndependent Non-ExecutiveDirectorSandra TurnerIndependent Non-ExecutiveDirectorChris BullChief ExecutiveRole and MembershipThe principal role of the Nomination Committee is to assistthe Board in reviewing the structure, size and compositionof the Board and its committees. The Committee agrees theskills and profile specification for new appointments andidentifies and nominates candidates to fill Board vacancies.The Committee is also responsible for recommendingthe election or re-election of directors to the Board.The Committee’s terms of reference were reviewed duringthe year and minor changes made to reflect the actualoperation of the Committee. It was concluded that theCharter complies with all relevant guidelines and operatessatisfactorily. The Committee’s Charter is available from theGroup’s website at www.mcbride.co.uk.The Committee’s Chairman is the Chairman of the Board andthe other members comprise all the non-executive directors,Christine Bogdanowicz-Bindert, Jeff Carr, Bob Lee andSandra Turner, and the Chief Executive Chris Bull. Colin Smithwho has been a member of the Committee will step downafter the conclusion of the 2011 AGM.Work of the Committee during the yearThree meetings of the Committee were held during the year,in July 2010, January 2011 and June 2011.The meeting held in July 2010 was convened for the purposesof assessing the contributions of the individual directorsin light of the output received from the Board PerformanceEvaluation exercise and, accordingly, to consider theirre-election to the Board at the 2010 AGM as appropriate andto review the composition of the committees of the Board.The re-appointments of both the Senior Independent Directorand the Chairman were also considered and affirmed.Formal and tailored induction programmes were also drawnup for both the new non-executive directors.During the year, the Committee reviewed the requirementsfor the retirement of directors at the 2011 AGM. The provisionsof the Code were considered and it was agreed that alldirectors would be required to retire and seek re-appointmentby shareholders at every AGM in the future. The desirabilityof appointing new non-executive directors to the Board wasalso considered.At the meeting in June 2011, the Committee met for thepurposes of:> Assessing the contributions made by the individualdirectors prior to recommending their re-election to theBoard;> Considering the re-election of the non-executive directorsand of the Chairman to the Board;> Considering the re-election of the executive directorsto the Board;> Reviewing the composition of the Remuneration, Audit andNomination Committees.Work of the Committee during the year continuedThe meeting also addressed the question of putting in placerelevant succession plans to ensure that there is continuityof appropriate executive resource at and immediatelybelow Board level. The matter of succession planning hassubsequently been deemed to be a matter for the Boardas a whole. The Chief Executive has been requested toconsider this matter and to develop a programme forBoard consideration.No Committee member participated in any discussion relatingto their personal position.Renewal of non-executive appointmentsThe Committee noted the recommendation under theCode for non-executive directors, who had served on theBoard for more than nine years, to retire. The appointmentof Colin Smith, who had served on the Board since 2002,was therefore duly considered and Colin indicated hisintention to stand down from the Board and its committeeswith effect from the conclusion of the 2011 AGM. He will alsoresign his position as Senior Independent Director.Christine Bogdanowicz-Bindert will also have served a fullnine-year term during the course of 2012 and has notifiedher intention to stand down from the Board and itscommittees with effect from the end of the calendar year.Taking due account of the need to refresh the Board, searcheswere commissioned to identify potential new candidatesas non-executive directors.Conduct of non-executive searchesThe Committee discussed the appropriate role specificationsbearing in mind the developing focus on the value of Boarddiversity. It was agreed that this should also include the skillssuitable specifically for Audit Committee membership.Independent consultants were appointed to conduct thesearches. Lists of names were shared with Committeemembers and potential candidates were duly interviewed.Appointments of Jeff Carr and Sandra Turner asindependent non-executive directorsSearches were commissioned with the assistance of externalconsultants. The process was led by a Steering Groupcomprising the Chairman, the Chief Executive and the SeniorIndependent Director. Contact continued to be maintainedwith the remaining members of the Committee on a regularbasis to ensure they were fully engaged and had relevantopportunity to provide input to the decision-making process.It was agreed that appropriate focus must be directed towardsengaging candidates of the right calibre and experience.Various potential candidates were identified and shortlistedcandidates were subsequently interviewed by membersof the Committee and appropriate references sought.In January 2011, the Committee was pleased to recommendto the Board the appointment of Jeff Carr. Jeff was alsoconsidered to have the relevant financial expertise suitablefor Audit Committee chairmanship in due course.Subsequently, in June 2011, the Committee was alsopleased to recommend to the Board the appointmentof Sandra Turner, who has strong blue chip credentials andparticular retail expertise, as an additional independentnon-executive director.Senior Independent DirectorRecognising that Colin Smith intended to stand down fromthe Board with effect from the 2011 AGM, the Committee alsogave due consideration to the appointment of a new SeniorIndependent Director and duly endorsed, for Board approval,the proposal that Bob Lee should be appointed as Colin’ssuccessor in this role following the 2011 AGM.I J G NapierChairmanOverview Business review Governance Financials Shareholder informationColin SmithSenior IndependentNon-Executive Director68 <strong>McBride</strong> plc Annual Report and Accounts 2011 <strong>McBride</strong> plc Annual Report and Accounts 2011 69
Remuneration reportBob LeeIndependent Non-ExecutiveDirectorCommittee ChairmanChristine Bogdanowicz-BindertIndependent Non-ExecutiveDirectorColin SmithSenior IndependentNon-Executive DirectorIain NapierNon-Executive ChairmanJeff CarrIndependent Non-ExecutiveDirectorSandra TurnerIndependent Non-ExecutiveDirectorThis report, prepared on behalf of the Board, sets out thepolicy and disclosures on remuneration for the executiveand non-executive directors of the Board. It takes full accountof the Code and the latest ABI/NAPF guidelines and has beenprepared in accordance with the provisions of section 421of the Act. A resolution will be put to shareholders at theCompany’s AGM inviting them to approve this report.Terms of reference and activities in the yearBoth the constitution and operation of the RemunerationCommittee comply with the principles incorporated inthe Code.The Committee is responsible for determining theremuneration policy for the executive directors and forkey senior executives. The main duties of the Committee are:> To review the ongoing appropriateness and relevanceof the remuneration policy;> To follow formal and transparent procedures regardingexecutive remuneration and remuneration packages;> To consider and make recommendations to the Boardon remuneration issues for the executive directors andother senior executives taking into account the interestsof relevant stakeholders;> To review the implementation and operation of theCompany’s share option schemes, bonus schemes andlong-term incentive plan (LTIP); and> To review the Company’s management development plans.The Committee is authorised by the Board to investigate anymatters within its terms of reference. It meets as frequentlyas needed, but at least twice a year, to consider remunerationpackages for directors and senior executives including reviewsof basic salary, pension rights, bonus and share based awards.In the financial year ended 30 June 2011 the Committee metthree times, in July 2010, August 2010 and June 2011.Subsequent to the year end, one further meeting of theCommittee has taken place in August 2011. Attendanceby individual members of the Committee is disclosed in thetable on page 63.The Committee’s terms of reference are reviewed regularlyto ensure continuing compliance with evolving best practiceguidelines. This year’s review has incorporated minoramendments to update the duties of the Committee. TheCharter setting out the constitution and terms of referenceof the Remuneration Committee is available from the Group’swebsite at www.mcbride.co.uk.The principal activities of the Committee during the periodwere to review the performance and related pay awardproposals of the Chief Executive and Finance Director; to agreeobjectives for the executive directors; to consider seniorexecutive salary reviews and bonus scheme payments; toreview share schemes’ conditions and terms; to deal with theallocation of LTIP awards; to review the plans for managementdevelopment and talent management. The Committee alsoconsidered the latest proposed changes to corporategovernance guidelines relating to remuneration matters.Composition of the Remuneration CommitteeThe composition of the Committee comprises theindependent non-executive directors and the Chairman ofthe Company. Bob Lee is Chairman of the Committee withthe other members being Christine Bogdanowicz-Bindert,Colin Smith, Iain Napier, and Jeff Carr and Sandra Turner whojoined the Committee on 9 June 2011 and 1 August 2011respectively. A quorum of the Committee is two members.Meetings may be attended by the Chief Executive on allmatters except those relating to his own remuneration.Support is provided by the Group’s Human Resources Directorwho also serves as Secretary to the Committee. During theyear we sought advice from the independent consultants,Towers Watson, on executive remuneration. Towers Watsonhas no other connection with the Company. Aon HewittLimited (operating through the brand Hewitt New BridgeStreet (HNBS)), were formally appointed by the Committeewith effect from May 2011 as independent external advisorsfor the purposes of providing professional advice to guidethe Committee in their decision-making. Neither Aon HewittLimited nor any other part of the Aon Corporation Groupprovided other services to the Company during the year.Remuneration policyThe basic principles that guide remuneration policy forexecutives, including the executive directors, include:> Salaries should be reviewed annually taking into accountboth internal and prevailing market conditions. It is theCommittee’s objective to set basic salaries around themedian of the Group’s comparator benchmark. This canrise to between median and upper quartile for consistentlystrong or outstanding individual performance, or startat below median for new appointees developing into a role.> In accordance with the core principles of the Code,consideration should be given to general pay andemployment conditions across the Group. The Committeeis kept abreast of such matters via regular interactionwith the Company’s HR function.> The Group’s approach for all employees, includingexecutives, should be to set remuneration that takesaccount of market practice, economic conditions, theperformance of the Group and of teams or individualsrecognising any collective agreements that may apply aswell as any legal or regulatory requirements in jurisdictionswhere it operates.> For all executives, basic salaries should be combinedwith performance-related variable elements.> Performance conditions for variable pay should be setindependently by the Committee at the outset of each yearand assessed by the Committee both quantitatively andqualitatively at the end of each performance period.> Both short and long-term rewards should be linked toperformance as well as to Company strategy to maximiselong-term shareholder value.> Executives should develop and be encouraged to holda shareholding as this represents the best way to align theirinterests with those of shareholders.> The personal objectives for executives are reviewed by theCommittee to ensure they adequately reflect the strategicaims of the Group. Good governance and best practiceshould be reviewed.> The Committee should consult with the Chief Executive andpay due regard to his recommendations for other seniorexecutives. Individual directors should not be involved inthe decisions concerning their own remuneration.> Any significant pay awards or incentive payments shouldtake due account of the economic background and theexternal environment. There should be a justification givenfor any awards that may not appear appropriate in theprevailing climate.> In general, environmental, social and governance issuesshould also be taken into account and the remunerationpolicy should neither encourage nor reward irresponsiblebehaviour in this regard.> The Committee should consider the extent to whichpayment of bonuses can be justified if the Company suffersa material negative effect.The Committee believes that this policy provides anappropriate balance between fixed remuneration, short-termbonus and long-term incentives. The Committee is committedto keeping its policy under regular review, taking into accountchanges in the competitive environment, in remunerationpractices and in guidelines set by the key institutionalshareholder bodies.The Committee carefully considers on a regular basis themarket positioning of the remuneration of all executives forwhose remuneration it is responsible against the most recentand relevant market data available. When conducting its mostrecent review of the remuneration of the executive directors,the Committee took account of pay levels and structures intwo benchmark comparator groups as follows: (i) a groupof UK listed manufacturing companies that supply goods tosupermarkets and (ii) a group of pan-sector companies whoshare similar characteristics to <strong>McBride</strong> in terms of marketcapitalisation and turnover. The review indicated thatexecutive director base salary levels were broadly consistentwith the Committee’s intended market positioning but thatannual bonus potential and, as a result, the potential total paypackage was significantly below the market median.In light of this review, the Committee made the followingkey decisions for executive director pay in 2011/12:> Salaries will be frozen at 2010/11 levels.> A challenging vesting schedule will continue to applyto LTIP awards granted in 2011/12 with limited vestingat threshold performance levels for both TSR and EPSperformance measures.> There will be an increase in maximum bonus opportunityto 100% of salary, of which a maximum of 70% will be paidin cash. The Committee took account of the increasedbonus opportunity when setting the targets for the2011/12 bonus.Overview Business review Governance Financials Shareholder information70 <strong>McBride</strong> plc Annual Report and Accounts 2011 <strong>McBride</strong> plc Annual Report and Accounts 2011 71