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Aviva plc Annual report and accounts 2014
Directors’ remuneration report continued
96
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, and:
− A bonus of 100% and an LTIP of 350% of basic salary (with notional LTIP vesting at 50% of maximum) for the Group CEO;
− A bonus of 100% and an LTIP of 250% of basic salary (with notional LTIP vesting at 50% of maximum) for the CFO.
• Maximum – basic salary, pension or cash in lieu of pension, benefits, and:
− A bonus of 200% and an LTIP of 350% of basic salary (with notional LTIP vesting at maximum) for the Group CEO;
− A bonus of 150% and an LTIP of 250% of basic salary (with notional LTIP vesting at maximum) for the CFO.
Notes to the charts
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 Mr Stoddard, in connection with his relocation to the UK. Actual figures may vary in future years.
2 The value of the LTIP and deferred element of the annual bonus assumes a constant share price and does not include additional shares awarded in lieu of dividends, that may
have been accrued during the vesting period
3 LTIP as awarded in 2015..
£7,000k
£6,000k
£5,000k
£4,000k
£3,000k
£2,000k
£1,000k
2015 Minimum 2015 Target2015 Maximum
20%
33%
100%
£1,309k
£4,004k
£6,699k
24%
43%
29%
51%
Fixed pay Annual Bonus LTIP
Mark Wilson
Potential earnings by pay element
£7,000k
£6,000k
£5,000k
£4,000k
£3,000k
£2,000k
£1,000k
2015 Minimum 2015 Target2015 Maximum
25%
37%
100%
£904k
£2,423k
£3,604k
28%
35%
28%
47%
Fixed pay Annual Bonus LTIP
Tom Stoddard
Potential earnings by pay element
96 | Aviva plc Annual report and accounts 2014