Company: BCS
Filing Date: 2025-02-13
Form Type: 20-F
Source: 0000312069-25-000114
Chunk: 251

Company: BARCLAYS PLC
Filing Date: 2025-02-13
Form: 20-F
Chunk 251
---
 new DRP will better reflect the size, scope and complexity of the Executive Directors&#8217; roles, with CEO pay of c.&pound;9m for sustained performance commensurate with our stretching three-year plan, and maximum payout only for significant and sustained outperformance across all performance measures, including RoTE of 14% or higher. We believe that the changes proposed to Executive Directors&#8217; pay under the new DRP will further support the delivery against our strategy and we look forward to your support of our proposals at the forthcoming AGM. Strategy Shareholder information Climate and sustainability report Risk review Financial review Financial statements Barclays PLC 2024 Annual Report on Form 20-F 129Governance Remuneration report (continued)

Directors&#8217; Remuneration Policy (DRP) This section sets out the formal terms of the proposed new DRP, which will apply for three years beginning on the date of the 2025 AGM, subject to shareholder approval. The proposed changes and the rationale for those changes are detailed in the discussion of the DRP review from page 124, and a summary of how shareholder views were taken into account by the Committee in setting the policy can be found on page 134. The current DRP can be found on pages 209 to 217 of the 2022 Annual Report or at home.barclays/ annualreport. Remuneration policy &#8211; Executive Directors Salary To support the recruitment, retention and development of the right calibre of individual for the role. Determination of salary When setting salary for the Executive Directors, the factors the Committee considers include: &#8226; the size and scope of the role, taking into account the size, complexity and breadth of the organisation &#8226; the skills, experience and performance of the individual &#8226; market practice and market data (on which the Committee receives independent advice) The salary level for each Executive Director is set to provide fixed remuneration and maximum total compensation opportunity that is appropriately competitive, within the framework of the policy. Each Executive Directors&#8217; salary and resulting maximum total compensation is benchmarked against similar roles at a peer group of international banks of comparable scope and complexity, as determined by the Committee. The Committee reviews the peer group regularly to ensure it remains a relevant comparison to Barclays or if circumstances make this necessary (for example, as a result of takeovers or mergers). Delivery structure Salary is paid in cash, monthly via payroll. Risk and conduct adjustment, malus