RESEARCH schreef op 20 februari 2017 20:45:
Lees in het jaarverslag ook dat men een vergelijking maakt met de peers en de op basis hiervan de long-term incentive miv 2017 te verhogen. Als zij nu zorgen voor dezelfde koersstijging die we hebben gezien bij een aantal van de peers dan kan ik het nog begrijpen,nu echter niet.
The Committee defined a new peer group in 2015, which serves as an essential yardstick to determine the overall competitiveness of the company's Management Board remuneration and gives an appropriate reflection of the competitive markets in which TomTom is operating. The peer group consists of the following 22 companies: Wolters Kluwer, Harman, Garmin, ASM International, Temenos Group, Imagination Technology Group, SimCorp, CompuGroup Medical, Arris Group, Kudelski, GoPro, Trimble Navigation, Fleetmatics, Elektrobit, Telenav, Mix Telematics, Fitbit, LoJack, HERE, ASML, Philips, and NXP Semiconductors.
In 2015, the Committee concluded that the annual long-term incentive award levels continued to be below market median level, i.e. are the least competitive remuneration component. In 2016, the Committee reviewed and discussed the outcome of a study performed on long-term incentive structures against prevalent practice in the Netherlands, Europe and the US among the peer group companies as well as in the high-tech and general industry sectors overall. The Committee concluded to recommend to the Supervisory Board to bring the long-term incentive component more in line with the market, by increasing the percentage of the fixed salary of the Management Board members that determines the annual stock option grants.
The Supervisory Board supported the recommendation of the Committee and concluded to increase, with effective date 1 January 2017, the long-term incentive grant level to 140% (was 100%) for the CEO, and to 100% (was 60%) for the other two members of the Management Board. This will be reflected in the 2017 long-term incentive grant.