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.

 


 

Proactis remuneration report 2016

Proactis - my remuneration report is attached. This is a high performing company (measured in terms of share price growth, growth in turnover, profit and profit margin). Turnover is now £17.7m and market cap £49m. In my opinion, their remuneration is OK. Attachments: ShareSocProactisreport2April2016

Direct Line Group – 2015

The latest example of excessive remuneration comes from Direct Line Group. Their “single figure” remuneration table shows the CEO received a total of £4.8m in 2015 (admittedly, down from £5.3m in 2014) and the FD got £2.8m (up from £2.2m in 2014). Announcements today (see http://www.investegate.co.uk/direct-line-ins-grp--dlg-/rns/director-pdmr-shareholding/201603301000025290T/ and http://www.investegate.co.uk/direct-line-ins-grp--dlg-/rns/director-pdmr-shareholding/201603301758026132T/ ) show yet more chunky share awards for the current year, and substantial vestings from past years. At the current share price, the value of the CEOs unvested share awards (this is in addition to the ...

Alliance Trust AGM and Voting Recommendations- ATSAG Update 10

Investors in Alliance Trust should now have had a chance to read the Annual Report. We commented on the financial results reported therein in a previous note. This note covers other information provided in the Annual Report and gives some voting recommendations (we already indicated in the previous note that we supported reappointment of the existing board directors so only the other resolutions are covered herein). There are two votes to consider on Remuneration - Resolutions 2 and 3. The first of those is an advisory vote ...

BP 2015 REMUNERATION REVIEW

by Cliff Weight, 8th March 2016 SUMMARY The bonus has 6 performance measures, bonus is pensionable and the the LTI has 5 performance measures. Why is the CEO paid so much, when performance has been average at best over the long term? Why does the remuneration committee think the pay structure is simple when it is highly complex? CONTEXT The press coverage is simple. Pay up 20% when profits went down (See Appendix 1). BP was condemned by critics for being the latest example of ...