Unilever 2013 Annual Report Download - page 70

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CEO
Fixed pay Annual reward Long-term reward
Threshold
Target
Maximum
£0.00m £2.00m £4.00m £6.00m £8.00m £10.00m £12.00m
30% 21% 49% £5.68m
18% 21% 61% £9.60m
100% £1.72m
CFO
Fixed pay Annual reward Long-term reward
Threshold
Target
Maximum
£0.00m £1.00m £2.00m £3.00m £4.00m £5.00m £6.00m
30% 21% 49% £3.41m
18% 19% 63% £5.55m
100% £1.02m
DETAILS OF FIXED ELEMENT OF REMUNERATION FOR EO AND FO AND ASSUMPTIONS FOR SENARIO HARTS
FIXED
REMUNERATION
Conssts of base salary, fxed allowance and other benefts (plus the condtonal supplemental penson for the EO)
• Base salary effectve from 1 January 2014
• Fxed allowance based on polcy for 2014
• Other benefts based on the cost as reported n the sngle fgure for 2013, excludng one-off amounts pad to the
FO n 2013
• CEO condtonal supplemental penson based on maxmum accrual for 2014 (£117,123)
£ ‘000s Base Fxed allowance Other benefts
Supplemental
penson Total fxed
CEO £1,010 £250 £344 £117 £1,721
CFO £714 £260 £47 n/a £1,021
VARIABLE
REMUNERATION BELOW THRESHOLD • No bonus payout and no vestng under the MIP or SIP
ON TARET • Target payout of the annual bonus (120% of base salary for the CEO and 100% of
base salary for the CFO)
• Target vestng under the MIP (72% of base salary for the EO and 60% of base
salary for the FO assumng target performance under the bonus) and SIP (200%
of base salary for the CEO and 175% of base salary for the CFO)
MAXIMUM • Maxmum payout of the annual bonus (200% of base salary for the EO and 150% of
base salary for the FO)
• Maxmum vestng under the MIP (150% of target award assumng maxmum
performance under the annual bonus) and SIP (200% of target award)
NOTES TO VARIABLE
REMUNERATION
• In all scenaros t s assumed that the Executve Drectors nvest the maxmum
possble under the MIP
• The actual amount delvered to Executve Drectors under the above scenaros wll
depend on share prce performance over the three-year vestng perod for the MIP
and the SIP For the purposes of these llustratons, no share prce growth s
assumed
• Partcpaton n all-employee plans has not been ncluded
REMUNERATION SENARIOS  OUR EMPHASIS ON PERFORMANERELATED PAY
It s Unlever’s polcy that the total remuneraton package for Executve Drectors should be compettve wth other global companes
and that a sgnfcant proporton should be performance-related
The Commttee typcally revews, on at least an annual bass, the mpact of dfferent performance scenaros on the potental reward
opportunty and payouts to be receved by Executve Drectors and the algnment of these wth the returns that mght be receved by
shareholders The Commttee beleves that the level of remuneraton that can be delvered n the varous scenaros s approprate for
the level of performance delvered and the value that would be delvered to shareholders
The charts below show hypothetcal values of the remuneraton package for Executve Drectors under three assumed performance
scenaros:
67
Unlever Annual Report and Accounts 2013 overnance