Company: BCS
Filing Date: 2025-02-13
Form Type: 20-F
Source: 0000312069-25-000114
Chunk: 245

Company: BARCLAYS PLC
Filing Date: 2025-02-13
Form: 20-F
Chunk 245
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 (continued) Upper Quartile Median Lower Quartile 40 30 20 10 0 BNPP LBG &#8224; SC &#8224; DB &#8364; BARC &#8364; HSBC &#8224; UBS &#8364; BofA &#8364; Citi &#8364; GS &#8364; MS &#8364; JPMC &#8364;

Peer 1 Peer 2 Peer 3 Peer 4 Peer 6 Pay for illustrative external candidate pool1 versus current Barclays CEO pay (%) 0 50 100 150 200 250 300 350 400 u Peer business head (Barclays ExCo equivalent) 2023 total compensation as a % of Barclays CEO total compensation Notes: 1 2023 total compensation of US and European peers&#8217; business heads estimated by WTW, based on those firms&#8217; public disclosures in 2024, where available. 2 Barclays CEO total compensation is 2023 year-end Fixed Pay, 2023 annual bonus and 2024-2026 LTIP, assuming 50% vesting (in line with average vesting over last five cycles). Objectives and improvements under the new DRP The Committee identified the following key objectives and improvements for the new DRP, reflecting on the context for the DRP review and on feedback received from shareholders during engagement in support of the review: &#8226; A material salary reduction compared to the EDs&#8217; current level of Fixed Pay &#8226; Significantly greater performance alignment, so the EDs would receive lower pay than under our current DRP at lower levels of performance but have the potential to earn more if justified by strong performance &#8226; Incentive performance measures strongly aligned to our stretching external targets, with fewer, simpler and more-focused measures &#8211; and an increased weighting to financial measures while still maintaining appropriate balance vs. non-financial factors &#8226; More longer-term alignment to sustainable performance, via higher LTIP weighting (rather than bonus) and materially higher shareholding requirements &#8226; Higher maximum total compensation opportunities, though still below the median across our international banking peers, to reflect our UK-listed context Each of these is addressed via our proposed DRP changes. Proposed changes to the DRP Having considered a broad range of factors and options for improving the Executive Directors&#8217; pay structure (including a less significant reduction in fixed pay and alternative incentive plan