Experian 2016 Annual Report Download - page 92
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The vesting of awards will be subject to the Committee agreeing that ROCE performance is satisfactory and that vesting is not based
on financial results which have been materially misstated. In addition, the Committee has the discretion to vary the level of vesting if
it considers that the level of vesting determined by measuring performance is inconsistent with the Group’s underlying financial and
operational performance.
The Committee selected Benchmark PBT per share, Cumulative operating cash flow and ROCE as performance metrics for our long-
term incentive plans, as they reflect three of our key performance indicators. The use of these metrics therefore provides a direct link
to Experian’s strategic aims. The use of relative TSR recognises the importance of returning value to shareholders.
What clawback provisions apply? (not audited)
Clawback applies to the Company’s incentive plans, as shown below:
Annual report on remuneration continued
Under these provisions, the Committee may determine that clawback will apply in circumstances which have:
• resulted in a level of vesting or payment which is higher than would otherwise have been, as a result of a material misstatement
of the Group’s financial results; or
• led to a material financial or reputational loss for the Group, due to serious individual misconduct.
Annual bonus – paid in cash
1 April 2016 1 April 20181 April 2017 1 April 2019 1 April 2020
CIP matching awards
Annual bonus – invested in CIP
PSP awards
Performance period Clawback period
Clawback period
Clawback period
Clawback period
Performance period
Performance period
Performance period
90 Governance •Report on directors’ remuneration