Company: IMCR
Filing Date: 2025-03-24
Form Type: PRE 14A
Source: 0001140361-25-010035
Chunk: 104

Company: Immunocore Holdings plc
Filing Date: 2025-03-24
Form: PRE 14A
Chunk 104
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 aligns all employees in the same job level with the same short-term incentive opportunity; |

| • | Reviewed using market data, and approved, the introduction of Restricted Share Units (“RSUs”) starting with our fiscal year 2025 as part of the long-term incentive plan for the CEO (as a percentage of the annual grant value, 70% options and 30% RSUs), executives and all employees; |

| • | Continued to make grants under the equity incentive plan, which was adopted in 2021, and included the opportunity to introduce RSUs as described above; |

| • | Granted awards for employees (including the Executive Director) with market value share options under the equity incentive plan; |

| • | Analyzed share pool utilisation and evergreen provision under our equity incentive plan; |

| • | Considered, reviewed and approved the short-term objectives for the annual bonus for the financial year |

| • | Assessed performance against the short-term objectives for the financial year and approved the level of bonuses to be paid to the Executive Director, as discussed below; and |

| • | Reviewed, evaluated, and approved employment agreements, service contracts, severance agreements, change-of-control protections, corporate performance goals and objectives, and other compensatory arrangements of the executive officers and other senior management and adjusted remuneration, as appropriate; |

| • | Assessed and proposed Board of Directors remuneration; |

| • | Revised Committee Charter which became effective 1 January 2024 and was again updated 5 December 2024 to reflect the change in responsibility to the Nominations and Governance Committee for Board of Directors’ remuneration review. |

Total Direct Compensation The CEO’s current total direct compensation was reviewed against the approved peer group companies and the following was agreed by the Committee. 2024 Salary Outcome Salaries are normally reviewed during the first quarter each year and for 2024 it was agreed the CEO would be awarded a 4.1% salary increase. 2024 Bonus Outcome The CEO was eligible to receive a target bonus of 75% of salary for 2024. This bonus was based entirely on corporate, strategic objectives measured through the annual bonus scorecard. Based on performance against strategic,

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corporate targets and the overall performance of the business over the year, 100% of the target bonus was awarded, which resulted in a payout of 75% of salary. The Committee noted that the Group achieved the majority of goals and exceeded in