Skip to main content

30 October 2014

In response to questions from proxy voting agencies following the publication of our Annual Report, Smiths Group would like to clarify certain aspects of its Remuneration Policy.

The current cash pension allowance of 42% of base salary for the Chief Executive should be regarded as a legacy contract. In future any new appointee would receive a market competitive pension allowance at no more than 30% of base salary.

On the issue of the Remuneration Committee’s powers to apply discretion when making vesting decisions under the Long Term Incentive Plan (LTIP), the company confirms this is designed to balance the interests of shareholders and participants and in particular to avoid outcomes which do not reflect the true underlying performance of the business.

The current Co-Investment Plan (CIP) expires in November 2014. The company is committed to consult shareholders in 2015 on new proposals for long term incentives including the CIP and LTIP.

Related articles

Earth View

Smiths Group plc share buyback programme

Find out more Call to action arrow icon
Earth View

Half year results for 6 months ended 31 January 2024

Find out more Call to action arrow icon
Roland Carter

Appointment of Chief Executive Officer

Find out more Call to action arrow icon