Experian 2016 Annual Report Download - page 101

The Directors’ remuneration policy was approved by shareholders at the AGM on 16 July 2014 and the Committee intends to
implement this policy for the three years to July 2017. Last year, the policy was adjusted for clarity to include information on
the introduction of clawback provisions, in line with the revised 2014 UK Corporate Governance Code.
We have included below the Policy table, which we consider to be the most helpful section of the policy for shareholders.
The full and original version of the policy, as approved by shareholders, is available on the Company’s website at
www.experianplc.com/annualreport/2014.
Policy table
Element and link
to strategy
Operation Maximum potential
value and payment at target
Performance metrics,
weightings, relevant time
period and clawback
Base salary
Reflects the
competitive
market salary
for the role and
takes account
of personal
contribution and
performance
against Group
strategy.
Base salary is paid in equal instalments
during the year.
Salaries are reviewed annually, with any
increases generally taking effect from
1 April in any year.
Salary levels and increases take into
account the prevailing economic conditions,
best practice, positioning against the
market and the approach to employee
remuneration throughout the Group.
The annual salary increases for
executive directors are normally
in line with those for the Group
as a whole.
Higher increases may be made
as a result of a change in role or
responsibility, and will take account
of market practice in relation to the
new role. Such increases may also
be made where the current salary
level is behind market benchmarks.
When the Committee
considers salary increases,
it takes into account
individual performance over
the preceding financial year.
Benefits
Benefits are
provided
as part of a
competitive and
cost effective
package.
Further benefits
may be provided
to support
expatriates,
where they have
relocated.
The Group provides a range of market-
competitive benefits that includes,
but is not limited to, healthcare, death
in service provision, company car or
allowance, financial and tax advice and
membership fees.
In the USA, eligible executive
directors may participate in a deferred
compensation plan, which is standard
market practice in the USA.
Executive directors can also participate
in any of the Group’s all-employee share
plans, on the same basis as other
eligible employees.
For expatriate assignments, we retain
the flexibility to tailor benefits to the
circumstances of the assignment.
Additional benefits may include relocation
expenses at the beginning and end of
each assignment, housing allowance and
school fees.
The Committee sets benefits at
a level it considers appropriate
against relevant market practice
for comparable roles in similar
companies, and sufficient
based on the role and particular
circumstances (for example
where the individual is required
to relocate).
None.
Directors’ remuneration policy
99Governance •Report on directors’ remuneration