Corporate Remuneration Reports

This page offers in-depth analysis of executive remuneration at a range of public companies. Our detailed reports are only available to logged in full members of ShareSoc. If you are not a full (subscribing) member, you can subscribe here. If you are a full member and are having difficulty accessing these reports, please contact our office.

 


 

Flowtech Fluidpower plc – Remuneration Analysis 2016

In my opinion: The remuneration strategy provides a very strong incentive to increase the share price. This is consistent with the growth by acquisition strategy. Total cash remuneration is about median. The equity incentives are excessive and will dilute shareholders. However, it is too late to do anything about this. Attachments: ShareSocFlowtechFluidpowerremunerationreportFeb2016

Rio Tinto Remuneration Report 2016

Attached is the Manifest Report. Manifest Executive Remuneration Assessment grade 'E’ (on scale A =good to F=awful). Manifest comment There are no changes of note to remuneration proposed. Remuneration policy fails to establish a strong link between remuneration and Company KPIs. There is potential for excessive incentive remuneration to be awarded to executive directors. CEO pension may be based upon incentive remuneration. Potential for accelerated vesting of equity awards. Bonus awards could be deemed excessive considering the Company made a loss. There are ...

AstraZeneca Remuneration April Report 2016

Attached is the Manifest Report. Manifest Executive Remuneration Assessment grade 'D’ (on scale A =good to F=awful) Manifest has assessed the Company’s disclosures against the recommendations of the UK Corporate Governance Code, institutional investor guidelines and the disclosure requirements set out in both the Companies Acts and the UKLA Listing Rules. The following items have been identified which may be of interest to shareholders: Remuneration policy establishes a strong alignment between executive remuneration and Company strategy. Total remuneration awarded/received could be deemed ...

Schroders Remuneration Report 2016

Attached is the Manifest Report. Manifest Executive Remuneration Assessment grade 'D’ (on scale A =good to F=awful) Manifest has assessed the Company’s disclosures against the recommendations of the UK Corporate Governance Code, institutional investor guidelines and the disclosure requirements set out in both the Companies Acts and the UKLA Listing Rules. The following items have been identified which may be of interest to shareholders: Remuneration policy fails to establish a reasonable degree of alignment between executive remuneration and Company strategy. Bonus award ...

Shire Remuneration Report 2016

Attached is the Manifest Report. Manifest Executive Remuneration Assessment grade 'D’ (on scale A =good to F=awful) Manifest has assessed the Company’s disclosures against the recommendations of the UK Corporate Governance Code, institutional investor guidelines and the disclosure requirements set out in both the Companies Acts and the UKLA Listing Rules. The following items have been identified which may be of interest to shareholders: Remuneration policy establishes a reasonable degree of alignment between executive remuneration and Company strategy. Total remuneration awarded could ...

Direct Line Insurance Remuneration Report 2016

Attached is the Manifest Report. Manifest Executive Remuneration Assessment grade 'C’ (on scale A =good to F=awful) Manifest has assessed the Company’s disclosures against the recommendations of the UK Corporate Governance Code, institutional investor guidelines and the disclosure requirements set out in both the Companies Acts and the UKLA Listing Rules. The following items have been identified which may be of interest to shareholders: There is a weak alignment of interests between executives and shareholders. 2016 Annual bonus targets are not disclosed ...

RELX Remuneration Report 2016

Attached is the Manifest Report, who give the RELX Executive Remuneration grade 'E’ (on scale A =good to F=awful) ShareSoc (the UK Individual Shareholders Society) is advising its Members to vote against the Remuneration Report resolution at the RELX Annual General Meeting on 21 April 2016. We consider the pay of the CEO to be too high, excessively complex (5 incentive schemes and 1/30th defined benefit pension scheme), and incentive targets are too easy. REXL has performed well since the CEO took over ...

AstraZeneca Remuneration Report 2016

Attached is the Manifest Report. Manifest Executive Remuneration Assessment grade 'D’ (on scale A =good to F=awful). Manifest comment Shareholders may wish to note that this resolution previously recorded a high level of dissent with 39.31%. The targets used to determine the directors' annual bonus in respect of the year under review have not been fully disclosed. The level of the upper bonus cap for certain of the executive directors may be of concern. The aggregate of all long-term incentive awards made to Soriot represents ...

Unilever Remuneration Report 2016

Attached is the Manifest Report. Manifest Executive Remuneration Assessment grade 'D’ (on scale A =good to F=awful) Manifest report: Poor degree of alignment between KPIs and performance metrics. The Remuneration Committee has discretion to adjust the level of the annual bonus. Poor level of disclosure in respect of annual bonus and LTIPs performance targets. Shareholders should note that the Company has announced it will disclose its LTIP performance targets after the end of the performance period. Limits set under both short- and ...

Anglo American Remuneration Report 2016

Attached is the Manifest Report. Manifest Executive Remuneration Assessment grade 'D’ (on scale A =good to F=awful) Manifest has assessed the Company’s disclosures against the recommendations of the UK Corporate Governance Code, institutional investor guidelines and the disclosure requirements set out in both the Companies Acts and the UKLA Listing Rules. The following items have been identified which may be of interest to shareholders: A payment has been made under the annual bonus plan despite a loss being recorded. No clearly identifiable link is ...

Connect Group PLC remuneration report 2016

A Briefing on remuneration for ShareSoc members The attached note, which highlights a number of concerns, was written by Cliff Weight using the AGM Business Meeting Report prepared by Manifest, the Proxy Voting Agency. Cliff Weight is a remuneration expert, author of the Directors’ Remuneration Handbook and ShareSoc member. Attachments: ShareSocConnectremunerationreport2April2016 ConnectGroupplc

Flowgroup remuneration report 2016

Flowgroup- my remuneration report is attached: it highlights a number of concerns and areas for improvement. Attachments: ShareSocFlowgroupremunerationreport4Jan2016