20645_Scapa_AR_160504

CORPORATE GOVERNANCE
Purpose Operation Maximum opportunity Performance measures
BENEFITS
Protect against risks and
provide other benefits
reflecting the international
aspects of Executive
Directors’ roles.
Car allowance paid monthly,
private medical insurance in the
UK, permanent health insurance
and life assurance cover.
The Chief Executive participates
in a US contributory private
medical insurance plan.
Set at a level which the
Remuneration Committee
considers is appropriate taking
into account comparable roles
in companies of a similar size
and complexity, and provides a
sufficient level of benefit based
on the role.
None.
The value of benefits in 2016
was £27,074 for the Chief
Executive and £11,920 for the
Group Finance Director.
ANNUAL BONUS
Provide a direct link between
measurable individual
performance and rewards.
Encourage the achievement
of outstanding results
aligned to the business
strategy and achievement
of planned business
objectives.
Individual bonus decisions are
based on Executive Directors’
performance during the year,
measured against Group and
personal objectives.
Performance measures are both
quantitative and qualitative, and
both financial and non-financial.
Bonus awards are made by the
Committee following discussions
with the Chairman (for the Chief
Executive’s bonus) and the Chief
Executive (for the Group Finance
Director’s bonus).
The value of any annual bonus
is limited to a percentage
of salary.
The current maximum
percentage is 150% for both
the Chief Executive and the
Group Finance Director if
exceptional outperformance
of targets is achieved.
Performance is assessed
using specific metrics set by
the Remuneration Committee,
including Group Operating
Profit improvement.
The measures and targets are
set by the Committee each
year. The measures that will
apply for financial year 2015
are set out in the Directors’
Annual Remuneration Report.
Measures for future years will
be described in the Directors’
Annual Remuneration Report
for the relevant year.
Bonus awards are paid in cash or
at the discretion of the Committee,
a combination of cash and shares,
after the results of the Group are
audited. The Committee may elect
to satisfy a part of the bonus in
shares and match the number of
shares received. Any shares
issued in satisfaction of bonus
shall be held for a minimum
period as the Remuneration
Committee specifies.
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ANNUAL REPORT AND ACCOUNTS 2016 SCAPA GROUP PLC