Aviva 2014 Annual Report Download - page 111

Aviva plc Annual report and accounts 2014
107
Historical TSR performance and Group CEO remuneration outcomes
Table 16 below compares the TSR performance of the Company over the past six years with the TSR of the FTSE 100 Return Index. This
index has been chosen because it is a recognised equity market index of which Aviva is a member. The companies which comprise the
current LTIP comparator group for TSR purposes are listed in the ‘TSR Targets’ section above.
Table 16: Aviva plc si
x
-year TSR performance against the FTSE 100 return index and the median of the comparator group
Table 17: Historical Group CEO remuneration outcomes
Summarises the Group CEO single figure for total remuneration, annual bonus pay-out and LTIP vesting as a percentage of maximum
opportunity over this period.
Group CEO 2009 201
0
2011 2012 2013 201
4
Annual bonus payout (as a %
of maximum opportunity)
Mark Wilson
—
—
—
—
75% 86.7%
Andrew Moss 74.2% 74.3% 81.0%
—
—
—
LTIP vesting (as a % of
maximum opportunity)
Mark Wilson
—
—
—
—
—
—
Andrew Moss 50% 72.3% 81.7%
—
—
—
Group CEO Single figure of
remuneration (£000)
Mark Wilson1
—
—
—
—
2,615 2,600
Andrew Moss2 2,591 2,748 3,477 554
—
—
Notes
1 Mr Wilson joined the Board as an ED with effect from 1 December 2012, and became Group CEO on 1 January 2013. He received no emoluments in respect of 2012.
2 Mr Moss resigned from the Board with effect from 8 May 2012 and left the Company on 31 May 2012.
Percentage change in remuneration of Group CEO
The table below would ordinarily set out the increase in the basic salary, bonus and benefits of the Group CEO and that of the wider UK
workforce. The UK employee workforce was chosen as a suitable comparator group, as all EDs are based in the UK (albeit with a global
role and responsibilities), and pay changes across the Group vary widely depending on local market conditions.
Table 18: Percentage change in remuneration of Group CEO
% change in
basic salary
2013 – 201
4
% change in
bonus
2013 - 201
4
% change in
benefits
2013 - 201
4
Group CEO — 15.56% (77.41)%
All UK-based employees 4.01% (15.72)%15.51%
Notes
1 The decrease in bonus awards for all UK based employees in 2014 was expected given the exceptional performance and hence high level of bonuses of the UK businesses against
their targets in 2013. Although performance in 2014 was also strong, as flagged in the 2013 DRR, it was anticipated that, given the high level of payout in 2013, bonus awards
for 2014 were not likely to remain at this level.
20082009 2010 2011 2013 2014
FTSE 100 Comparator group median
0
50
100
150
TSR (rebased to 100)
200
2012
Aviva
Governance
Aviva plc Annual report and accounts 2014 |107