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.

 


 

GlaxoSmithKline 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 strong degree of alignment between executive remuneration and KPIs/Company strategy. Total ...

Reckitt Benckiser Remuneration Report 2016

Attached is the Manifest Report, who give the Reckitt Executive Remuneration grade 'E’ (on scale A =good to F=awful) ShareSoc is advising its Members to vote against the Remuneration Report resolution at the forthcoming Annual General Meeting of Reckitt Benckiser (RB) on 5th May. RB has performed very well in terms of shareholder returns since 2000. However, ShareSoc consider: the remuneration of the CEO Rakesh Kapoor to be unnecessarily high (£23 million in 2015 and £56 million since he was appointed CEO), ...

AVIVA Remuneration Report 2016

I recommend Members vote against the AVIVA remuneration resolution. I intend to attend the AVIVA AGM and raise these issues. In the absence of clear evidence to the contrary (and noting that the bonus plan payout has averaged 78% of the maximum over the past seven years, the percentage vesting of LTIPs has averaged 68% over the past seven years and as their chart on page 113 so clearly shows AVIVA have performed no better than the median over the past seven years), ...

Persimmon Plc Remuneration Report 2016

11 April 2016 ShareSoc is advising its Members to vote against the Remuneration Report resolution at the forthcoming Annual General Meeting of Persimmon. Persimmon has performed well in recent years. However, ShareSoc consider the salary, pension and bonus of the CEO Jeff Fairburn to be unnecessarily high, and particularly so when his potential equity incentives are £100 million and he is on target to make this amount or more. The main reason for the high pay is the excessively generous 2012 LTIP ...

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 ...