Company: BCS
Filing Date: 2025-02-13
Form Type: 20-F
Source: 0000312069-25-000114
Chunk: 249

Company: BARCLAYS PLC
Filing Date: 2025-02-13
Form: 20-F
Chunk 249
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 pay levels of US peers, to reflect our UK-listed context. The resulting competitive positioning of the maximum total compensation opportunity for each Executive Director is shown on the following page, relative to international banking peers, and to the FTSE 30 companies (i.e. the 30 largest FTSE 100 companies, based on their market capitalisation at 31 December 2024, from which Barclays itself was then removed). Strategy Shareholder information Climate and sustainability report Risk review Financial review Financial statements Barclays PLC 2024 Annual Report on Form 20-F 128Governance Remuneration report (continued) Current DRP Proposed DRP Minimum outcome (fixed pay only) Threshold outcome (RoTE c.10%2) Cross-over outcome (RoTE c.11%2) Target outcome RoTE c.12%2) Maximum outcome (RoTE c.14%2) Impact &pound;1.36m Impact &pound;0.87m Impact &#8212; flat Impact &pound;1.81m Impact &pound;4.50m

Executive Director maximum total compensation opportunity under the proposed DRP relative to market benchmarks Group Chief Executive C.S. Venkatakrishnan International banking peer group FTSE 30 Group Finance Director Anna Cross International banking peer group FTSE 30 n Bottom quartile n 3rd quartile n 2nd quartile n Top quartile Positioning of maximum total compensation opportunity at Barclays relative to market benchmarks Notes &#8226; Barclays and market benchmark data reflect maximum total compensation opportunity, excluding pension and benefits. &#8226; Benchmark data for the international banking peer group and FTSE 30 was provided by WTW, based on publicly disclosed data in respect of each company's 2023 or 2023/24 financial years, incorporating assumptions where companies do not disclose a maximum total compensation opportunity. &#8226; Maximum total compensation opportunities across the FTSE 30 have been increased, assuming modest salary increases of 2% since the underlying data was published, reflecting that maximum total compensation in respect of 2025 will be higher than for 2024. Ensuring outcomes under the new DRP are appropriate An important part of the DRP remains the Board-level overrides and discretions, and the other guardrails that ensure alignment to risk and conduct. Using these, we will continue to ensure that outcomes are appropriate. In this context, the proposed new DRP: &#8226; Maintains a balance of incentive performance measures, both