Assisting the Board with remuneration.
The committee is required to meet not fewer than four times each year, and at such other times as required.
1 Chair from 19 February 2014
Membership and Attendance in 2018
|Member||Number of meetings attended||Percentage attendance*|
|Patricia Cross (chair)
* This shows the percentage of meetings which the committee member attended during the year whilst a member of the committee
The following officers normally attend, by invitation, all meetings of the committee (except for any part of a Committee meeting at which their own remuneration is being discussed):
- Group Chairman
- Group Chief Executive Officer
- Group Human Resources Director
- Advisors to the Committee.
hg0080.com皇冠Other members of senior management are also invited to attend as appropriate, to present reports.
Reports and disclosures
- Section 430(2B) Companies Act 2006 Statement - Andy Briggs (24 April 2019)
- Section 430(2B) Companies Act 2006 Statement - Mark Wilson (9 October 2018)
- Remuneration Committee report (including Directors' Remuneration Policy) from our 2018 Annual Report and Accounts
- FCA Remuneration Code (Capital Requirements Directive IV) Disclosure for Aviva Wrap UK Limited and Aviva Investment Solutions UK Ltd for the 2018 Performance Year (01/01/2018 – 31/12/2018 (PDF 194KB)
Committee role and responsibilities
- Make recommendations to the Board regarding the Group's remuneration policy in respect of the Board Chairman, Executive Directors (EDs), members of the Aviva Leadership Team and members of senior management.
- Work with the Risk Committee to ensure that risk and risk appetite are properly considered in setting the remuneration policy.
- Obtain information about remuneration in other companies and, in this regard, select, appoint and determine the terms of reference for independent remuneration consultants, to advise on remuneration policy and levels of remuneration.
- Review and determine the remuneration of the Chairman of the Board and the terms of employment and remuneration of individual EDs and Aviva Leadership Team members, including any specific recruitment or severance terms.
- Review and recommend to management the level and structure of senior management remuneration.
- Approve the Aviva Investors' reward strategy, including any changes to the strategy.
- Recommend to the Board the establishment of any employee share plans; exercise all the Board's powers in relation to the operation of all share and incentive plans and the Group's Savings Related Share Option Scheme (SAYE) and all employee share ownership planHave regard to remuneration trends across the Group when setting remuneration policy for EDs.
- Ensure that remuneration arrangements for all employees are commensurate with promoting ethical behaviour.
- Approve the list of Code Staff and any severance packages for Code Staff under the relevant regulatory remuneration code and the remuneration for employees in control functions and those whose remuneration exceeds an agreed limit.
- Monitor and recommend to management the level and structure of remuneration for senior management and, other than in respect of Board members, approve exceptional remuneration activity for employees outside agreed policy.
Activities during 2018
A summary of the committee’s activities during 2018 is shown below, full details can be found in the committee’s report in the 2018 Annual Report and Accounts.
- Formulated and delivered a proposed new Remuneration Policy, approved by shareholders at the 2018 AGM.
- Engaged external advisors to advise on changes in the regulatory environment including the 2018 Code, and to benchmark the Company’s remuneration against industry best practice.
- Considered and agreed the remuneration package for the departing Group CEO and associated regulatory disclosures.
- Reviewed performance testing of all existing LTIP awards, and approved targets for the 2018 LTIP awards.
- Approved vesting of the 2015 LTIP and noted the interim testing for 2016, 2017 and 2018 awards.