RE: Performance share awards16 Apr 2019 16:46
Qd22, under the guise of remuneration committees company executives award themselves very handsome salaries and annual bonus' too. But let's face it, it's true across the board. Whether it is damaging to trust depends on the level of those awards.
I agree that not knowing the EPS bar set is annoying - the argument used is commercial sensitivity. We only know the targets at the end of the period.
That said. I thought I'd expand on what we do know about Breedon's performance awards.
Those reported today amount to 0.3% of current market cap and will vest in 3 years. A big difference to previous years is that this year the divisional heads are included accounting for 0.11% between them with the three top guys, chairman, CEO and CFO getting the other 0.19%.
Now lets go back to 2016. The top three guys were awarded 0.16% of year ending 2015 market cap so there has been some award inflation, but modest.
We also know the 2016 - 2018 inclusive target: 37% - 80% of EPS growth in excess of RPI vesting at 20% to 100% respectively. The growth attributed (ex RPI) was 71%, which looks about right with actual adjusted growth of 75%. I'd guess the 4% difference is less than RPI over those 3 years but there were significant capital events associated with acquisitions which might account for any difference - I'm not going to quibble on that.
One area I would quibble with is the use of adjusted numbers when in a period of high acquisition activity share holders have seen their returns (basic EPS) impacted by acquisition costs. I hope that with good GB and Ireland coverage the big acquisitions are now behind us and the newly incentivised divisional heads beat their targets.
I'd like to think the 100% vested level is around 20% pa over the 3 years but as you point out we will not know until April 2022.
There are companies I don't invest in because of the excessive level of awards but I don't count Breedon among them. But it is an activity I monitor every year.
Best, Londoner7