BT 2015 Annual Report Download - page 122

120 BT Group plc
Annual Report 2015
Annual bonus
he level of bonus opportunit for the hief ecutive and roup inance
irector is set out in the table below. his structure is unchaned fro
011.
evel of 011 bonus
hief ecutive Group Finance Director
nnual cash bonus aret 0 of salar aret 0 of salar
aiu 10 of salar aiu 10 of salar
eferred bonus in shares aret 0 of salar aret  of salar
aiu 0 of salar aiu 0 of salar
Total bonus aret 10 of salar aret 10 of salar
aiu 0 of salar aiu 10 of salar
he 011 annual bonus structure and weihtin is set out below.
Chief Executive and Group Finance Director
% Weighting
20%
Adjusted earnings per share
20%
oralised free cash ow
25%
Customer service
15%
evenue rowth
20%
Personal contribution
he three financial tarets for the annual bonus adusted earnins per
share noralised free cash ow and rowth in underlin revenue
ecludin transit have a direct ipact on shareholder value. ustoer
service easured throuh our iht irst ie  and the custoer
perception easure is vital to the copans lon-ter health and
rowth. ll four of these easures are Ks for  and are defined
onpae 1.
evenue rowth reects our ai to drive sustainable profitable
revenue rowth and increase alinent between the annual bonus
andlon-ter eleents of reuneration.
e do not publish details of the adusted  noralised free cash
ow and revenue rowth bonus thresholds in advance since these
are coerciall confidential. e will publish achieveent aainst
these tarets at the sae tie as we disclose bonus paents in the
nnual eport or  0- 01 so that shareholders can evaluate
perforance aainst those tarets.
e areed to cobine the previous purposeful copan easure into
the personal contribution eleent to siplif this eleent of annual
bonus. he personal contribution easure is alined to our strate and
is assessed b the hief ecutive for the roup inance irector and
each senior eecutive and b the hairan for the hief ecutive.
erforance aainst the personal contribution eleent is assessed
individuall and is based on oranisational culture and rowth easures.
ncentive hare lan
he 01  award for the hief ecutive will be 00 of salar
and 0 of salar for the roup inance irector. he awards are
epected to be ade in une 01. he nuber of shares awarded is
calculated usin the averae iddle aret price of a  share for the
three das prior to the rant. he 01  awards will be subect to a
holdin period of two ears coencin fro the end of the three-
ear perforance period. he holdin period will appl to the nuber
of shares received on vestin after ta and other statutor deductions.
ofurther perforance easures will appl durin the holdin period
asperforance will have alread been assessed.
he perforance conditions will be the sae as for the 01 
0 based on relative  0 on noralised free cash ow and
0 rowth in underlin revenue ecludin transit revenue over a
three-ear perforance period.
he  coparator roup for the 01  will coprise the followin
copanies.
Accenture
AT & T
Belgacom
BT Group
ap eini
entrica
eutsche eleo
ellenic eleco

K
ational rid
Orange
Portugal Telecom

wissco
alal
Telecom Italia
elefnica
eleo ustria
Telenor
eliaonera
erion
odafone
TSR Vesting schedule
or the 01  awards 0 of the potential outcoe is based on
relative . he followin raph shows the potential vestin of awards
based on the  eleent.
TSR vesting schedule 2015 Awards
TSR ranking position
% of share award vesting
0%
25%
50%
252015105
0
he taret ranes for the noralised free cash ow and underlin
revenue rowth ecludin transit revenue are set out below
easure
011011 hreshold
evel of
vestin aiu
evel of
vestina
oralised free cash
owb.bn  9.bn 100
evenue rowthc.  9 100
a9HVWLQJOHYHOEHWZHHQWKUHVKROGDQGPD[LPXPZLOOEHRQDVWUDLJKWOLQHEDVLV
b1RUPDOLVHGIUHHFDVKƮRZLVGHƬQHGRQSDJH
c*URZWKLQXQGHUO\LQJUHYHQXHH[FOXGLQJWUDQVLWLVGHƬQHGRQSDJH
he coittee continues to believe that the free cash ow and revenue
perforance easures are challenin and the financial perforance
necessar to achieve awards towards each taret is stretchin. ar e ts
for threshold perforance are established at above consensus aret
epectations at the tie set.