Company: BCS
Filing Date: 2025-02-13
Form Type: 20-F
Source: 0000312069-25-000114
Chunk: 233

Company: BARCLAYS PLC
Filing Date: 2025-02-13
Form: 20-F
Chunk 233
---
 management plays a key role in enabling colleagues to deliver to a higher standard as well as supporting their career progression. Our performance management approach centres on continuous performance management principles. This encourages people leaders to discuss performance throughout the year, including reviewing progress made against &#8216;what&#8217; has been delivered (performance against objectives) and &#8216;how&#8217; this has been achieved (demonstration of our Values and Mindset for all colleagues, as well as leadership behaviours for all leaders). At year-end, colleagues are assessed separately on the &#8216;what&#8217; and the &#8216;how' of their performance. This assessment is reflected in colleague performance ratings and bonus outcomes. For 2024, higher standards of delivery were further embedded into our performance approach through global objectives for all colleagues aligned to the consistently excellent standard, as well as our leadership behaviours being embedded as part of the &#8216;how&#8217; for all leaders. For Group Executive Committee members, the performance assessment is more structured, reflecting key Group and business area priorities in support of our three-year plan. How stakeholder views are considered in remuneration decisions We seek to consider the views of all of our stakeholders in remuneration decision-making, including colleagues, investors and regulators. Colleagues Investors Other stakeholders We engage with colleagues to understand their views through our regular all-colleague Your View surveys, union and works council engagements, and 'townhall' meetings. We also engage with colleagues through our Employee Resource Groups, webcasts, and workshops. Our ongoing engagement with the union Unite in the UK covers a range of topics, such as fair pay and how we support colleagues, and this enables the views of colleagues to be shared directly with senior leaders to inform decision-making. For information on our 2025 pay deal with Unite see 'Salary budget for 2025', below. We publish information to explain to colleagues how the Group&#8217;s performance and pay approach aligns to the Fair Pay Agenda, and to help them understand the employee benefits Barclays provides &#8211; so they can make the most of what is on offer. To communicate pay in a clear way, each colleague receives a Compensation Profile detailing their fixed pay and incentives for the previous year and their fixed pay for the following year. We recognise that remuneration is an area of particular interest to shareholders. We listen to their views and take these into account when setting remuneration or considering changes to remuneration policies. Accordingly