Marks and Spencer 2010 Annual Report Download - page 65

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To find out more, visit marksandspencer.com/annualreport2010 61
What is the expected value of future annual remuneration package for executive directors?
The following charts show the total remuneration package split between pay at risk and fixed pay for ‘on-target’ and ‘maximum’
performance.
KATE BOSTOCK, JOHN DIXON, STEVEN SHARP
Long-term incentives 69%
Annual cash bonus 14%
Salary 14%
Pension provision 3%
Pay at risk
Fixed pay
Long-term incentives 39%
Annual cash bonus 10%
Salary 41%
Pension provision 10%
Pay at risk
Fixed pay
‘Maximum’ performance‘On-target’ performance
MARC BOLLAND
Long-term incentives 77%
Annual cash bonus 10%
Salary 10%
Pension supplement 3%
Pay at risk
Fixed pay
Long-term incentives 48%
Annual cash bonus 8%
Salary 34%
Pension supplement 10%
Pay at risk
Fixed pay
‘Maximum’ performance‘On-target’ performance
The charts exclude:
all recruitment awards –
Sir Stuart Rose, as his remuneration will change during the year to reflect his new role as Chairman. He will not receive an award under –
the Company’s long-term incentive scheme in 2010
Ian Dyson, due to his resignation on 5 May 2010 –
The value placed on long-term incentives compromises the expected cash value to executive directors after three years, discounted back
to its present value, of (i) bonus compulsorily deferred into shares and (ii) performance shares awarded under the Performance Share Plan.
Operating & Financial review p16
Governance
Financial statements p78