Aviva 2013 Annual Report Download - page 92
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Aviva plc
Annual report and accounts 2013
90
Directors’ remuneration report continued
Illustration of the policy
The charts below illustrate how much EDs could earn under different performance scenarios in one financial year:
Minimum – basic salary, pension or cash in lieu of pension and benefits, no bonus and no vesting of the LTIP
Target – basic salary, pension or cash in lieu of pension, benefits, bonus of 75% of basic salary and 50% vesting of the LTIP
Stretch – basic salary, pension or cash in lieu of pension, benefits, stretch bonus of 150% of basic salary and 100% vesting
of the LTIP
As stated Tom Stoddard will join Aviva on 5 May 2014 as CFO and the CFO data in the table below is based on his remuneration
on joining.
Potential earnings by pay element
£913
£2,179
£3,444
Minimum (%)
Target (%)
Stretch (%)
Fixed pay Annual bonus LTIP Fixed pay Annual bonus LTIP
Mark Wilson
Remuneration scenarios
23% 26% 51%
37% 21% 42%
100%
Total (£000s) Total (£000s)
Minimum (%)
Target (%)
Stretch (%)
27% 29% 44%
42% 23% 35%
100%
Tom Stoddard
Remuneration scenarios
£6,000£4,000£2,000£k £4,000£2,000 £3,000£1,000£k
£1,312
£3,517
£5,722
Notes
1 Fixed pay consists of basic salary, pension as described in table 1, and estimated value of benefits provided under the remuneration policy, excluding any one offs. This therefore excludes the relocation assistance for Mark Wilson,
in connection with his relocation to the UK. Actual figures may vary in future years.
2 LTIP calculations are based on awards with a face value of 300% of basic salary for Mark Wilson and 225% of basic salary for Tom Stoddard.