Holiday Inn 2005 Annual Report Download - page 33

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SHORT TERM DEFERRED INCENTIVE PLAN (STDIP)
Messrs Cosslett, Hartman, Porter and Solomons participated in the STDIP during the year ended 31 December 2005, and are expected
to receive an award on 8 March 2006.
Directors’ pre-tax interests during the year were:
STDIP STDIP Value
shares shares based
awarded vested on share
STDIP during Market during Market STDIP price of
shares the year price per the year price per Value at shares Planned 839.5p at
held at 1.1.05 to Award share at 1.1.05 to Vesting share at vesting held at vesting 31.12.05
Directors 1.1.05 31.12.05 date award 31.12.05 date vesting £ 31.12.05 date £
Andrew Cosslett 79,83211.4.05 617.5p – 39,916 1.4.06 335,095
39,916 1.4.07 335,095
Total 79,832 670,190
Richard Hartman 88,341216.3.05 654p – 29,447 16.3.06 247,208
29,447 16.3.07 247,208
29,447 16.3.08 247,208
Total 88,341 741,624
Stevan Porter 80,934316.3.05 654p – 26,978 16.3.06 226,481
26,978 16.3.07 226,481
26,978 16.3.08 226,481
Total 80,934 679,443
Richard Solomons 87,061416.3.05 654p – 29,020 16.3.06 243,623
29,020 16.3.07 243,623
29,021 16.3.08 243,632
Total 87,061 730,878
1 This special award was made to Andrew Cosslett as part of his overall recruitment terms. The shares will vest in equal portions on the first and second anniversary
of the award date, subject to his continued employment until that time.
2 This award was based on financial year 2004 performance and the bonus target was 50% of base salary. Richard Hartman was awarded 70% (maximum) of his bonus
target for earnings per share (EPS) performance, 49% of his bonus target for EMEA earnings before interest and tax (EBIT) performance and 45% of his bonus target for
his personal performance. Richard Hartman’s total bonus was therefore 164% of his bonus target. One matching share was awarded for every two bonus shares earned.
3 This award was based on financial year 2004 performance and the bonus target was 50% of base salary. Stevan Porter was awarded 70% (maximum) of his bonus
target for EPS performance, 70% (maximum) of his bonus target for the Americas EBIT performance and 60% (maximum) of his bonus target for his personal
performance. Stevan Porter’s total bonus was therefore 200% (maximum) of his bonus target. One matching share was awarded for every two bonus shares earned.
4 This award was based on financial year 2004 performance and the bonus target was 50% of base salary. Richard Solomons was awarded 70% (maximum) of his bonus
target for EPS performance, 70% (maximum) of his bonus target for Group EBIT performance and 60% (maximum) of his bonus target for his personal performance.
Richard Solomons’ total bonus was therefore 200% (maximum) of his bonus target. One matching share was awarded for every two bonus shares earned.
InterContinental Hotels Group 2005 31