Remuneration and Sustainability Analysis
Introduction
Within this report we have aimed to compare and contrast the remuneration plans and sustainability reporting between three companies, CRH, Kingspan and Marshalls. In doing this we aim to devise an appropriate remuneration plan and suggest sustainability reporting practices for Carminho Building Products considering Watts and Zimmermans Positive Accounting Theory and in line with the cultural and financial reporting context of UK.
2.0 Remuneration Comparison
We aim to compare and contrast both the similarities and differences amongst three chosen companies remuneration plans, CRH, Kingspan and Marshalls. Below we have selected numerous sections of the companies remuneration plans in which to examine closely.
2.2 Primary Objective
Each company examined, CRH, Kingspan and Marshalls hold similar objectives for implementing their remuneration policy. These objectives are implemented to achieve performance and motivation amongst the executives, whilst aligning with shareholders objectives.
2.3 Setting Remuneration Levels
In setting remuneration levels all companies acknowledge similar companies in size and scope as well as considering market rates. However each company has very individual methods in issuing bonuses and other schemes which we cover in further detail in the following sections.
2.4 Performance Related Bonus
Again, each company has implemented a performance related bonus. This is done to drive and reward executives to meet targets both on an individual level and a group level. Each company has different schemes outlines below.
CRH - Performance Related Incentive Plan
This plan implemented by CRH considers both financial achievements as well as personal goals. Financial is based upon 80% and the remaining 20% on personal. Also included is a long-term share price element, which entails deferred payments up to three years and payable in CRH shares. This is in line with shareholder objectives.
CRH also offer share plan
Within this report we have aimed to compare and contrast the remuneration plans and sustainability reporting between three companies, CRH, Kingspan and Marshalls. In doing this we aim to devise an appropriate remuneration plan and suggest sustainability reporting practices for Carminho Building Products considering Watts and Zimmermans Positive Accounting Theory and in line with the cultural and financial reporting context of UK.
2.0 Remuneration Comparison
We aim to compare and contrast both the similarities and differences amongst three chosen companies remuneration plans, CRH, Kingspan and Marshalls. Below we have selected numerous sections of the companies remuneration plans in which to examine closely.
2.2 Primary Objective
Each company examined, CRH, Kingspan and Marshalls hold similar objectives for implementing their remuneration policy. These objectives are implemented to achieve performance and motivation amongst the executives, whilst aligning with shareholders objectives.
2.3 Setting Remuneration Levels
In setting remuneration levels all companies acknowledge similar companies in size and scope as well as considering market rates. However each company has very individual methods in issuing bonuses and other schemes which we cover in further detail in the following sections.
2.4 Performance Related Bonus
Again, each company has implemented a performance related bonus. This is done to drive and reward executives to meet targets both on an individual level and a group level. Each company has different schemes outlines below.
CRH - Performance Related Incentive Plan
This plan implemented by CRH considers both financial achievements as well as personal goals. Financial is based upon 80% and the remaining 20% on personal. Also included is a long-term share price element, which entails deferred payments up to three years and payable in CRH shares. This is in line with shareholder objectives.
CRH also offer share plan
References: <http://www.crh.com/docs/2012-annual-report/report-on-directors-remuneration-2012.pdf?sfvrsn=2 > Deegan, C, (2009) Financial Accounting Theory, 3rd , McGraw-Hill Australia Pty Ltd