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 2020/21 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
Option B Option B
18:1 27:1
12:1 18:1
8:1
11:1
CEO 25th percentile 50th percentile 75th percentile
Salary (£000)
450
38 41
55 61
84 99
Total pay and benefits (£000)
1,120
CEO pay ratio Option B was chosen to calculate the CEO pay ratio. This option uses the most recent gender pay gap information to determine the relevant colleague at the 25th, 50th and 75th percentile. 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. It refers to gender pay data as at April 2020. The CEO pay ratio has increased compared to the prior year. This increase is not attributable to a change in remuneration for the CEO, pay and benefits for colleagues as a whole, or a change in the composition of our workforce. Instead, the change in CEO pay ratio is attributable to the increase in share price over the financial year and the strong financial performance which increased payments from our variable incentive plans. As CEO pay places greater weight on “at risk” variable remuneration, Company performance has a greater impact on CEO pay than on pay for the median colleague, which leads to greater year-on-year variations. The pay ratio is consistent with the pay, reward and progression policies currently in place at NCC. A common pay structure operates throughout our organisation in the United Kingdom with a greater focus on performance related pay for more senior levels. Performance graph and table The following graph shows the total shareholder return, with dividends reinvested, from 31 May 2011 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 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 year, the Company’s share price varied between £1.492 and £3.075 and ended the financial year at £2.96. 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 and FTSE 250 Indices (excluding investment trusts) based on spot values.
500
£390
400
£337
300
£257
£198
£209
£205
£205
£245
200
£122
£136
£100
100
0
2011
2012
2013
2014
2015
2016 Year ended 31 May
2017
2018
2019
2020
2021
NCC Group
FTSE All Share
FTSE 250 (excluding investment trusts)
The share price was £1.586 on 1 June 2020 and £2.96 on 31 May 2021.
116
NCC Group plc — Annual report and accounts for the year ended 31 May 2021
Made with FlippingBook Converter PDF to HTML5