Company: BCS
Filing Date: 2025-02-13
Form Type: 20-F
Source: 0000312069-25-000114
Chunk: 247

Company: BARCLAYS PLC
Filing Date: 2025-02-13
Form: 20-F
Chunk 247
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 to make a larger proportion of pay dependent on delivery of sustained performance in line with the targets set out in our February 2024 Investor Update, and beyond. Pension &#8226; Will be 10% of salary, largely unchanged &#8211; under the current DRP the maximum annual cash allowance in lieu of pension for the EDs is 10% of the cash element of Fixed Pay. &#8226; The percentage cash in lieu of pension remains aligned to that for the wider workforce. Shareholding requirement &#8226; Increased to the level of the new LTIP opportunity &#8211; minimum shareholding is up 27% for the CEO, to 550% of salary, and 15% for the GFD, to 500% of salary. Strategy Shareholder information Climate and sustainability report Risk review Financial review Financial statements Barclays PLC 2024 Annual Report on Form 20-F 127Governance Remuneration report (continued) Almost 4x Barclays CEO 2023 total compensation2 Peer 5

Significantly greater pay-for-performance alignment Alongside the DRP review, the Committee also reviewed the performance measures and weightings in the Executive Directors' incentives (as set out on page 154 in respect of the 2025 annual bonus and page 155 in respect of the 2025-2027 LTIP). Based on shareholder feedback, the 2025 annual bonus and the 2025-2027 LTIP measures were simplified, to uplift the weighting to financial measures, to have fewer different measures, and to ensure greater alignment to the Group&#8217;s external targets in support of our three-year plan. These changes in measures, as well as the DRP changes described, deliver a greater pay-for-performance alignment under the new DRP: &#8226; Lower pay than under the current DRP for lower levels of performance, with total compensation down c.20% vs. the current DRP at threshold performance (e.g. RoTE of 10% based on 2025-2027 LTIP targets). &#8226; A &#8216;crossover&#8217;, where payout under the proposed DRP equals that under the current DRP, is at RoTE of c.11%, which was achieved in only one of the last 10 years and is higher than our previous long-standing greater-than-10% RoTE target. &#8226; Higher pay outcomes for achieving sustained performance commensurate with our stretching three-year plan &#8211; e.g