Remuneration Committee report continued
Annual Report on Remuneration continued Chief Executive pay compared to pay of UK colleagues
The following table shows the ratio between the single total figure of remuneration (STFR) of the Chief Executive for 2024/25 and the lower quartile, median and upper quartile pay of our UK colleagues. The salary and total pay and benefits for the lower quartile, median and upper quartile colleagues are also shown. Total pay ratio
25th percentile pay ratio
50th percentile pay ratio
75th percentile pay ratio
Financial year
Method
2019/20 2020/21 2020/21 2021/22 2022/23 2023/24
Option B Option B Option C Option C Option C Option C Option C Option C
18:1 27:1 26:1 23:1 22:1 25:1 26:1 22:1
12:1 18:1 16:1 14:1 14:1 16:1 17:1 15:1
8:1
11:1 12:1 10:1 10:1 11:1 11:1
2023/24 (16 months)
2024/25
9:1
Mike Maddison, CEO
25th percentile
50th percentile
75th percentile
Financial year to 30 September 2025
Salary (£000)
566
45 52
69 79
68
Total pay and benefits (£000)
1,160
122
CEO pay ratio The CEO pay ratio has been calculated using Option C, which we deem the most appropriate methodology for NCC Group. Under Option C, we have used the most recent P60 information (for the 2024/25 tax year) to determine the relevant colleague at the 25th, 50th and 75th percentile. As such the data was correct as of 5 April 2025. As in prior years, we have omitted joiners and leavers from the data to ensure that the data is on a like-for-like basis. This option was chosen in preference to the other possibilities as it uses the most accurate and comprehensive data currently available and provides a fair reflection of the total pay received by colleagues. We are satisfied that the applicable colleagues chosen are a fair representation of the workforce. The CEO pay ratio has marginally decreased due to the following reasons: the CEO had a lower than workforce average pay increase for the reasons explained within the Committee Chair’s opening statement, the business adopted a real living wage approach, and is also considering joining the “Living Wage Foundation”, and the pay review philosophy this year was to focus on lower paid colleagues more affected by the continued cost of living pressures. The pay ratio is consistent with the pay, reward and progression policies currently in place at NCC Group. Performance graph and table The following graph shows the total shareholder return, with dividends reinvested, from 1 October 2015 against the corresponding changes in a hypothetical holding in shares in both the FTSE All Share and FTSE 250 Indices. The FTSE All Share and FTSE 250 Indices represent broad equity indices. The Company is a constituent member of the FTSE 250 and FTSE All Share Index and the Committee has adopted the FTSE 250 Index for part of its LTIP performance measure. Both indices give a market capitalisation-based perspective. During the financial year ended 30 September 2025, the Company’s share price varied between £1.27 and £1.73 and ended the financial year at £1.48. Ten year historical TSR performance is the growth in the value of a hypothetical £100 holding over ten years. It has been calculated for NCC Group plc and the FTSE All Share, FTSE 250 and FTSE Small Cap Indices (excluding investment trusts) based on spot values.
250
200
150
£121
£100
£93
100
£79
£79
£73
£64
£65
£63
£54
£43
50
0
2015
2016
2017
2018
2019
2020
2021
2022
2023
2024
2025
NCC Group plc
FTSE All Share Index
FTSE 250 (excluding investment trusts)
FTSE Small Cap (excluding investment trusts)
The share price was £1.73 on 1 October 2024 and £1.48 on 30 September 2025.
NCC Group plc — Annual report and accounts for the year ended 30 September 2025 90
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