Carphone Warehouse 2016 Annual Report Download - page 66

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Dixons Carphone plc Annual Report and Accounts 2015/16
Corporate Governance
Remuneration Policy
64
Illustration of Remuneration Policy
The Remuneration Policy scenario chart below illustrates the level and mix of potential total remuneration the current executive
directors could receive under the Remuneration Policy at three levels of performance: minimum, target and maximum.
Remuneration Policy scenario chart
Notes:
(1) Fixed pay is based on the basic salary payable as at the start of the current year, taxable benefits and pension contributions.
(2) Annual variable pay represents the annual bonus entitlement. No bonus is assumed at the minimum performance level. Target performance
assumes a payment of 75% of salary (i.e. 60% of maximum) and maximum performance a payment of 125% of base salary.
(3) Long term incentives relate to the Long Term Incentive Plan, in which it is proposed the executive directors participate. These are illustrative
amounts and the actual outcomes may differ depending on share price growth. No awards vest at the minimum performance level. Target
performance assumes a vesting of 151% of salary (i.e. 55% of maximum award) and maximum performance vesting of 275% of salary.
.
0 1,000 2,000 3,000 4,000 5,000
£‘000
Below target
Target
Maximum
Below target
Target
Maximum
Below target
Target
Maximum
Below target
Target
Maximum
Below target
Target
Maximum
Sebastian
James
Andrew
Harrison
Humphrey
Singer
Katie
Bickerstaffe
Graham
Stapleton
24%
22%
22%
33%
100%
22%
33%
100%
21%
32%
100%
21%
32%
100%
19%
22%
100%
4,195
2,770
915
2,789
1,833
589
2,436
1,611
536
2,561
1,692
561
2,335
1,536
495
Total
45%
54%
23% 45%
22%
25%
45%
54%
24%
23%
54%
25%
45%
54%
24% 54%
33% 22% 45%
Fixed pay Annual variable Long term incentive
00_DC 2016 Annual Report.pdf 64 11/07/2016 18:34