The percentages within this table have been calculated using a three month average share price (1 March 2021 to 31 May 2021) of £2.76 and include Adam Palser’s and Tim Kowalski’s vested 2018–2021 LTIP of 78,914 and 49,773 shares respectively on a net of tax and National Insurance basis, and all unvested deferred bonus plans on a net of tax and National Insurance basis.
Shareholding as at 31 May 2021 (% of salary)
Shareholding requirements (% of salary)
Requirement met
101%
Adam Palser Tim Kowalski
200% 200%
No No
87%
Appointment terms for new Directors No new Directors were appointed within the year.
Relative importance of the spend on pay The following table sets out the percentage change in distributions to shareholders and colleague remuneration costs.
31 May 2021 £m
31 May 2020
£m % change
174.3
Colleague remuneration costs 1
170.1
2.5% 0.8%
13.0
Dividends 2
12.9
1 Based on the figure shown in Note 7 to the Consolidated Financial Statements. 2 B ased on the total cash returned to shareholders in the year ended 31 May 2021 through dividends, as shown in Note 10 to the Consolidated Financial Statements (excluding the proposed 2021 final dividend). Percentage increase in the remuneration of the Directors The table below shows the movement in the salary or fees, benefits and annual bonus for each Director between the current and previous financial year compared to the equivalent changes for all colleagues of the Company. The comparator group for salaries and benefits is all colleagues in the UK – there were no benefit policy changes in this time. The comparator group for the bonus is those in the senior management population who also have an annual scheme and excludes those on commission and incentive plans.
% increase in salary
% increase in benefits
% increase in annual bonus
Director
Chris Stone 1 Adam Palser 2
–
–
–
1% 1%
– 303% – 341%
Tim Kowalski 2 Chris Batterham 1 Jonathan Brooks 1 Jennifer Duvalier 1
– – – –
– – – –
– – – –
Mike Ettling 1
All colleagues
3.1%
– 173%
1 Pay decreased for the Chair and Non-Executives during the year as they were not paid the travel allowance. 2 T hese increases represent the change in bonus payment from 2019/20 to 2020/21. For Adam Palser, this was an increase from £103,000 to £414,000 (i.e. from 23% of maximum to 92% of maximum). For Tim Kowalski, this was an increase from £56,000 to £247,000 (i.e. from 20% of maximum to 87% of maximum).
NCC Group plc — Annual report and accounts for the year ended 31 May 2021
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