Strategic Report
Financial Statements
Additional Information
Governance
Implementation of Remuneration Policy in 2022/23
Change from prior year
Executive Directors Base salaries
Michael Morris (Chief Executive) – £330,625 Andrew Dewhirst (Finance Director) – £224,825
As outlined in last year’s Remuneration Report base salaries for the Executive Directors are being transitioned over a three-year period – 2022/23 will be the second year of that transition. The average increase for the rest of the workforce is 8.8%. No change. All employees receive company pension contributions at the rate of 15% of base salary or 15% salary supplement in lieu of company contributions. As outlined in last year’s Remuneration Report the maximum bonus potential for Executive Directors will decrease from 165% of salary to 155% of salary this year.
Pension and benefits
15% salary supplement in lieu of pension plus standard other benefits
Annual bonus*
Maximum bonus of 155% of salary with 50% of any bonus deferred in shares for two years 60% of bonus to be determined by corporate financial metrics of relative total return and relative total property return (using the same performance target ranges as in 2021/22) with the remaining 40% determined by corporate and personal measures Award of shares worth: ‒ Michael Morris (Chief Executive) 125% of salary ‒ Andrew Dewhirst (Finance Director) 110% of salary Shares released after three-year performance and two-year holding period. Vesting of shares based equally on relative total shareholder return, relative total property return and growth in EPRA earnings per share measures. Target ranges for the relative measures are as set out on page 103. Targets for the EPS measure for the year ended 31 March 2025 are: Less than 4.15 pence per share – 0% Equal to 4.15 pence per share – 25% Greater than 4.50 pence per share – 100% A result between 4.15 pence and 4.50 pence will be calculated on a straight-line basis between 25% and 100% Chair – £116,800 Director – £45,000 Supplementary fee for Committee Chairs – £7,500
LTIP*
No change
Non-Executive Directors Fees
No change.
* The Remuneration Committee has discretion to override the formulaic outcomes in both the annual bonus and LTIP. The Committee also confirms that performance has been achieved within an acceptable risk profile before payouts are made. Incentive payouts are subject to malus and clawback provisions.
Picton Property Income Limited Annual Report 2022
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