Unilever 2000 Annual Report Download - page 38

Unilever Annual Report & Accounts and Form 20-F 2000 Report of the Directors
36
Remuneration report
Report to the shareholders
The following comprises the report to shareholders by the
Boards. In drawing up this report, the Boards have taken
into account the recommendations of the Committee on
Corporate Governance in the Netherlands (Peters Committee).
The Boards have also given full consideration to the
Combined Code (‘the Code’) appended to the United
Kingdom Listing Rules in framing the remuneration policy.
PLC‘s statement of compliance with respect to the Code is
on page 32. This report deals with any non-compliance with
the Code in the area of remuneration policy.
The Boards are guided by a Remuneration Committee
comprising F H Fentener van Vlissingen (Chairman),
B Collomb and, w ith effect from 9 M ay 2000, Lord Simon
of Highbury. Sir Derek Birkin was a member of the
Remuneration Committee until M ay 2000.
The Remuneration Committee makes recommendations
to the Boards on Unilever’s framework of executive
remuneration. The Committee determines, on the Boards’
behalf, specific remuneration packages for members of the
Board, including pension rights, grants of share options and
any compensation payments.
Remuneration of Directors and Executive Officers
The aggregate amount of remuneration paid by the Unilever
Group to all directors and executive officers for services in all
capacities during 2000 was €16 029 915 (£9 757 049).
The aggregate amount set aside by the Unilever Group
during 2000 to provide pension, retirement or similar
benefits for directors and executive officers was €831 962
(£506 368).
Policy: directors’ emoluments
The objective of Unilever’s remuneration policy for directors
is to motivate and retain top class business people able to
direct and lead a large global company, and to reward them
accordingly based on performance.
The Remuneration Committee believes that the level of
remuneration of Dutch or British directors resident in their
home countries should be in line with that of executive
directors of major international industrial companies based
in the Netherlands and the United Kingdom respectively,
who have similar responsibilities to a Unilever director whilst
recognising Unilever’s size and special features. The levels
of remuneration of the Chairmen and the members of
the Board take into account their special responsibilities and
provide differentials comparable w ith those found in other
major international industrial companies. A director who
is not resident in his home country is paid at the level of
remuneration appropriate to his place of residence if this is
higher than that in his home country. Directors not of Dutch
or British nationality are, in principle, to be no worse off
than they would be if based in their home country in a
job of comparable importance.
Levels of remuneration are reviewed annually by the
Remuneration Committee in the light of external expert
advice which assesses competitive levels of remuneration in
the largest companies relevant to the residence of the group
of Unilever directors concerned. Comparison is also made
with the remuneration of other employees within Unilever.
The Remuneration Committee’s policy is to seek to link reward
closely to performance by using merit pay increases and
bonuses based on both corporate and personal performance.
NV and PLC and their group companies constitute a single
group. It is therefore the practice for directors to receive
emoluments from both NV and PLC because they serve both
companies. Emoluments, wherever stated, include payments
from both NV and PLC. All emoluments and fees earned by
directors from outside directorships and like sources are
required to be paid to and are retained by Unilever.
All directors’ emoluments, including those of the Chairmen,
are made up of the follow ing elements:
(i) Salary:
Salaries are fixed by the Remuneration Committee. They are
usually fixed in the currency appropriate to the location, the
Netherlands, United Kingdom or United States, where the
director is based.
(ii) Allow ances and value of benefits in kind:
In appropriate cases, and usually in accordance with the
same rules as apply to all qualifying employees, directors
receive allowances to help them meet expenses incurred
by virtue of their employment, for example, in respect
of relocation and consequential disturbance and education
expenses. Certain of the London based directors receive
an allow ance to take account of the fact that part of their
remuneration is paid in the Netherlands. Benefits in kind
are items such as a company car and medical insurance.
(iii) Performance related payments:
These arise primarily under an annual bonus scheme.
Bonuses are set by the Remuneration Committee. The
maximum cash bonus for directors for the year 2000 is
60% of salary. Bonuses are based on achievement of
a target or target range which involve two measures
of performance:
(a) a corporate target; and
(b) individual targets.
The corporate target is based on a combination of the
increase in earnings per share and turnover expressed in
euros and in pounds sterling. The individual targets are
based on previously agreed key objectives.
Starting with the payment in 2001 of the bonus for 2000,
one quarter of the annual bonuses for directors are paid in
shares in NV and PLC and the directors are then awarded
shares of equivalent value, upon condition that all the
shares are retained for at least three years.