Directors' Remuneration Report

Introduction

This report has been prepared on behalf of the board by the remuneration committee. It has been prepared in accordance with the Large and Medium Sized Companies and Groups (Accounts and Reports) Regulations 2008 (the "Regulations") issued under the Companies Act 2006 (the "Act") and meets the requirements of the Financial Services Authority's Listing Rules. A resolution to approve the report will be proposed at the 2012 AGM of the company at which the financial statements will be approved. The report has been divided into separate sections for unaudited and audited information.

Unaudited information

Remuneration committee

The remuneration committee consists of three independent non-executive directors. The members of the remuneration committee are Keith Edelman (committee chairman), Indira Thambiah and Steven Glew. The remuneration committee meets at least three times per annum as per the terms of reference, but more frequently if required. Meetings held, and attendance by remuneration committee members during the financial year, are detailed in the Corporate Governance Statement. None of the remuneration committee members has any personal financial interest (other than as shareholders), or conflicts of interests arising from cross-directorships or day-to-day involvement in running the business. Directors are not involved in discussions about their own remuneration.

Executives may attend committee meetings by invitation of the committee, except where their own remuneration was being discussed. The Group Finance Director (to 23 April 2012), the Chief Financial Officer (from 23 April 2012) and the Head of HR attended committee meetings during the period under review and provided advice to assist the committee.

The main responsibilities of the remuneration committee include:

  • Determining and agreeing with the board the remuneration policy for the Chairman, executive directors and senior management;
  • Setting individual remuneration arrangements for the Chairman and executive directors;
  • Recommending and monitoring the remuneration of senior management; and
  • Approving the service agreements for the Chairman, and executive directors, including termination arrangements.

The remuneration of the non-executive directors is a matter for the Chairman and executive directors.

The role of remuneration committee secretary is fulfilled by the Company Secretary. The terms of reference of the remuneration committee are available at www.supergroup.co.uk.

The remuneration committee is responsible for appointing external independent consultants to advise on executive remuneration matters. New Bridge Street ("NBS") were retained by the remuneration committee during the year to advise on executive remuneration matters. The terms of engagement between the company and NBS are available from the Company Secretary on request. NBS provide no other services to the company.

Remuneration policy

The committee continues to operate a fixed pay remuneration policy (i.e. base salary and benefits) for those executive directors with significant shareholdings in the company (i.e. the Chief Executive Officer, Brand and Design Director and Chief Executive Officer (Wholesale and International) hereafter referred to as the 'Founder Directors' in this report). This policy has been adopted given that the committee believes that these individuals are already sufficiently incentivised and aligned with other shareholders without the need to offer annual or long-term incentive arrangements although this approach will be kept under review.

For executive directors without major shareholdings (i.e. the recently appointed Chief Operating Officer and Chief Financial Officer) the committee is of the view that the company's executive remuneration policies should encourage a strong performance culture, strategy delivery and long term shareholder value creation and be positioned competitively to enable it to recruit, retain and incentivise appropriately skilled individuals. To achieve this, the committee therefore aims to position their fixed pay competitively while operating a competitive suite of annual and share-based long-term incentives so that a substantial proportion of total remuneration is performance linked and aligned with shareholders.

Base salary and benefits

Executive directors' base salaries are reviewed annually by the committee, taking into account the responsibilities, skills and experience of each individual, pay and employment conditions within the company and the Group, and salary levels within listed companies of a similar size. Current base salary levels, which have not been increased since the company's flotation in 2010, are as set out in the Directors' emoluments table.

Taxable benefits for 2012 related to the provision of medical and life insurance and, to certain executive directors, a car allowance. In addition, in 2013, the Chief Operating Officer and Chief Financial Officer may reclaim relocation costs incurred, up to pre-agreed limits.

Pension

The Chief Operating Officer and Chief Financial Officer are eligible to participate in the company's Group Personal Pension Scheme ("GPPS") whereby for an executive contribution of 5% of base salary, the company contributes 7.5% of base salary.

Retirement benefits are accruing to one director (2011: nil) under a defined contribution scheme held with a third party.

Annual bonus

No annual bonus arrangement was operated for executive directors during the year ended 29 April 2012. However an annual bonus arrangement has been introduced for 2013 with a maximum limit of 100% of base salary based on financial metrics and pre-set personal and strategic objectives. Specific targets have not been disclosed as they are considered to be commercially confidential but they will be demanding. Only the Chief Operating Officer and the Chief Financial Officer will participate in the arrangement for 2013 given the committee's view that the Founder Directors' significant shareholdings are sufficient to align their interests with shareholders without the need to include them in an annual incentive arrangement.

Long term incentives

Following shareholder approval at the 2010 AGM, the SuperGroup Performance Share Plan ("PSP") enables the company to incentivise and reward participants appropriately for contributing to the delivery of the company's strategic objectives and to provide an appropriate level of long-term performance pay.

Under the PSP, each year individuals may receive awards of shares in the company which will normally vest three years after they are awarded, subject to the satisfaction of sliding scale performance conditions measured over a three year period and continued service.

Although Founder Directors are eligible to participate in the PSP, the committee believes that their significant shareholdings in the company are sufficient to incentivise them and align interests with longer term company performance at the current time. Therefore awards under the PSP for 2013 will be restricted to the Chief Operating Officer, Chief Financial Officer and below board level senior executives ("Senior Executives").

The PSP's individual annual limit is a maximum of 200% of an individual's base salary with scope to grant up to 300% of base salary in exceptional circumstances (e.g. on recruitment).

For the 2012 awards and in connection with their respective recruitment arrangements, Susanne Given will shortly be granted an award of 300% of base salary and Shaun Wills will shortly be granted an award of 200% of base salary. From 2013 onwards, it is expected that the normal grant policy for executive directors (excluding Founder Directors) will be 100% of salary. Actual award levels to Senior Executives are generally significantly below the maximum levels.

Consistent with past awards granted to Senior Executives, performance for the 2012 awards will be 70% based on sliding scale earnings per share ("EPS") and 30% based on total shareholder return ("TSR") relative to a selected group of retailers as measured over the three year period ending the 2015 financial year end. In addition to the TSR performance condition, the remuneration committee must also be satisfied that there has been an improvement in the company's underlying financial performance. Full details of the awards, including the performance conditions, will be disclosed in the stock exchange announcement which will be published shortly following the grant and in next year's Remuneration Report.

The remuneration committee is comfortable that the blend of EPS and TSR targets provides a balance between incentivising and rewarding strong financial performance while creating a strong alignment with the interests of institutional shareholders by rewarding stock market outperformance.

Executives may benefit, in the form of additional cash or shares, from the value of dividends paid over the vesting period, to the extent that awards vest.

Dilution

In accordance with shareholder guidelines, the committee applies a limit on the amount of shares that can be issued to satisfy employee share plan awards of 10% of the company's issued share capital in any rolling 10 year period. Of this 10%, only half can be issued to satisfy awards under the discretionary arrangements (i.e. the PSP). Since flotation in 2010, the company has not issued any shares to satisfy employee share plan awards.

Share ownership guidelines

In conjunction with the introduction of the PSP, the company introduced share ownership guidelines. Under the guidelines, executive directors not holding shares worth at least 100% of their base salary will be expected to retain 50% of any PSP awards which vest (net of tax) granted until such time as this level of holding is met.

Sharesave scheme

The remuneration committee received shareholder approval for an HM Revenue & Customs approved Sharesave Scheme (the "Scheme") at the 2011 AGM. Under the Scheme, all eligible employees, including executive directors, may be invited to participate, saving up to a maximum of £250 each month for a fixed period of three years. At the end of the savings period, individuals may use their savings to buy ordinary shares in the Group at a discount capped at up to 20% of the market price, set at the launch of each Scheme.

Board appointments during 2012

Susanne Given was appointed Chief Operating Officer on 10 April 2012. A summary of the main elements of her on-going package is as follows:

Base salary: £350,000

Annual bonus potential: 100% of base salary from 2014 onwards (see below)

LTIP: 100% of base salary from 2013 onwards

Pension: 7.5% of salary company contribution

Additionally, in order to facilitate her recruitment, Susanne Given on 10 July 2012 was granted an initial PSP award over shares with a value equal to 300% of base salary (reverting to the normal 100% of salary policy from 2013 onwards) and she will receive a guaranteed payment of £350,000 under the 2013 annual bonus arrangement shortly following the first anniversary of appointment providing she remains in employment and is not under notice at the payment date.

Shaun Wills was appointed Chief Financial Officer on 23 April 2012. A summary of the main elements of his on-going package is as follows:

Base salary: £250,000

Annual bonus potential: 100% of base salary from 2013 onwards

LTIP: 100% of base salary from 2013 onwards

Pension: company contribution of 7.5% of salary

Additionally, in order to facilitate his recruitment, Shaun Wills will shortly be granted an initial PSP award of shares with a value equal to 200% of base salary reverting to the normal 100% of salary policy from 2013 onwards.

While the remuneration committee is aware that the higher than normal PSP awards and bonus arrangements for Susanne Given are somewhat unusual, the remuneration committee is satisfied that the company is paying no more than was necessary to facilitate both recruitments when the timing of the appointments, experience of the individuals recruited, lengthy negotiations and amounts forfeited upon leaving their previous roles are considered.

The total fees paid to third parties in connection with the recruitment of Susanne Given and Shaun Wills were £88,000.

Executive directors' service contracts

The executive directors' service agreements are terminable on 12 months' notice, by either the company or the executive giving written notice to the other, or at the sole discretion of the company, on the payment in lieu of the executive's basic salary due for the remainder of the notice period. The service agreements contain provisions on non-competition, non-solicitation and non-dealing.

Name of directorDate of contractNotice period
from company/
director (months)
Julian Dunkerton12 March 201012
Susanne Given319 March 201212
James Holder12 March 201012
Theo Karpathios12 March 201012
Shaun Wills419 March 201212
Diane Savory112 March 201012
Chas Howes212 March 201012
  1. Diane Savory stepped down from the board on 6 May 2011.
  2. Chas Howes stepped down from the board on 23 April 2012.
  3. Susanne Given signed her contract on 19 March 2012 and joined the business on 10 April 2012 when she was appointed to the board.
  4. Shaun Wills signed his contract on 19 March 2012 and joined the business on 23 April 2012 when he was appointed to the board.

Save for certain investment purposes only, the executive directors must obtain board approval in order to be involved in any business other than that of the Group, or engage in any other activity which the company considers may impair their performance.

Non-executive directors

The non-executive directors have been appointed for an initial period of three years. The appointment may be terminated by either the company or the relevant director giving three months' notice, or in the case of the Chairman 12 months written notice. Save in respect of retirement by rotation, a non-executive director being removed from office will be entitled to compensation equal to their fees due during the notice period.

NameAppointment
date
Expected
date of expiry
of current term
Peter Bamford29 January 201029 January 2013
Keith Edelman4 February 20104 February 2013
Steven Glew5 February 20105 February 2013
Indira Thambiah12 February 201012 February 2013
Ken McCall24 May 201024 May 2013

The remuneration arrangements of the non-executive directors (a matter for the non-executive Chairman and executive members of the board) and the non-executive Chairman (a matter for the remuneration committee) are reviewed from time to time with regard to the time commitment required and the level of fees paid in comparable companies. Non-executive directors do not receive benefits from their office other than fees and reasonable expenses. They do not receive pension or performance-related pay from the company.

Current fee levels are set out in the Directors' emoluments table.

Performance graph

The following graph shows the company's total shareholder return compared with the TSR of the FTSE 250 (excluding Investment Trusts) over the period from flotation to 29 April 2012.

Total Shareholder Return

Source: Thomson Reuters Datastream

AUDITED INFORMATION

Directors' emoluments

The emoluments of the directors were as follows:

NameDirectors'
salaries/fees
Pension
contributions
Taxable
benefits5
Other
payments
Total to
29 April
2012
Total
to 1 May
2011
Executive directors
Julian Dunkerton£400,000£19,463£419,463£418,745
Susanne Given1£19,183£1,0096£1,038£21,230
James Holder£300,000£15,432£315,432£314,919
Theo Karpathios£300,000£15,863£315,863£315,145
Shaun Wills2£5,769£332£6,101
Diane Savory3£4,688£863£112,500£118,051£225,745
Chas Howes4£221,250£2,215£3,750£227,215£226,127
Non-executive directors
Peter Bamford£150,000£150,000£150,000
Keith Edelman£62,500£62,500£62,500
Steven Glew£57,500£57,500£57,500
Indira Thambiah£50,000£50,000£50,000
Ken McCall£50,000£50,000£46,875
Total£1,620,890£1,009£55,206£116,250£1,793,355£1,867,556

Notes

  1. Susanne Given was appointed to the board on 10 April 2012.
  2. Shaun Wills was appointed to the board on 23 April 2012.
  3. Diane Savory stepped down from the board and ceased employment on 6 May 2011. Consistent with her contractual provisions and as disclosed in the Other Payments column above, the company agreed a payment of £112,500, payable in 6 monthly instalments, equating to 6 months base salary.
  4. Chas Howes stepped down from the board on 23 April 2012 and announced his intention to resign from the business on 27 April 2012. Consistent with his contractual provisions he will continue to be paid his normal annual salary of £225,000 until he ceases employment on 26 April 2013. This has been accrued in full at 29 April 2012. The amount presented in the Other Payments column above reflects base salary paid between 23 April 2012 and the year end.
  5. Taxable benefits comprised medical and life insurance and a company car allowance and relocation expenses to certain directors.
  6. Pension contributions - Susanne Given's pension contribution for April 2012 was £1,009.

Interests in shares

The interests of the directors and their families in the shares of the company at the end of the reporting period were as follows:

29 April 2012
Ordinary shares
1 May 2011
Ordinary shares
Julian Dunkerton26,088,94426,088,944
Susanne Given
James Holder11,850,00311,850,003
Theo Karpathios11,850,00311,850,003
Shaun Wills11,254
Peter Bamford6,0006,000
Keith Edelman4,0004,000
Ken McCall5,0005,000
Steven Glew4,0004,000
Indira Thambiah6,0006,000

Note

  1. Shaun Wills acquired his shares in an independent capacity prior to his appointment to SuperGroup Plc.

There have been no other changes in the interests set out above between 29 April 2012 and 11 July 2012.

Keith Edelman
Remuneration Committee Chairman
11 July 2012

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