Strategic report Governance Financial statements Other information ANNUAL REPORT ON REMUNERATION CONTINUED Other than SAYE options (which are available to Executive Directors on the same basis as all The Committee’s determination was undertaken, taking all factors into account and using all relevant employees and included in other cash benefits), and the awards made to Chris Hill on joining, no share information. For each Executive Director, their overall bonus was determined by reference to the options without performance criteria have been granted to Executive Directors since 7 March 2012. following target and maximum levels, as disclosed in the 2020 Report and Financial Statements: Where eligible, benefits in kind are available to Executive Directors on the same basis as other On-target bonus opportunity Maximum bonus opportunity employees. For 2021, benefits include Life Insurance, Income Protection, Private Medical Insurance, (% of base salary) (% of base salary) Save As You Earn (SAYE) scheme, reduced platform fees for holding assets on the Group’s investment Chris Hill 225% 350%1 platform, reduced dealing charges for self and connected persons and access to a range of voluntary Philip Johnson 175% 350% benefits such as Critical Illness cover. No Executive Director has a prospective entitlement to a defined benefit pension by reference to their Notes length of qualifying service. 1 The maximum bonus opportunity for Chris Hill is 350% for the 2020/21 performance year, and will increase to 400% by the 2022/23 performance year Assessment of annual performance for the 2021 financial year (1 July 2020 to 30 June 2021) The total value of any bonuses payable to both Executive Directors and other members of the The value of any bonuses payable to Executive Directors was determined by the Committee based on: Executive Committee is subject to a cap of 5% of profit before tax, in line with the policy. •An assessment of the performance of the Group against financial/growth, client, colleague and Group performance has been considered in relation to the following measures: delivery measures, including an assessment of risk performance and risk events as detailed below; and Each individual’s performance, including progress against the specific objectives set for them as Client, colleague Individual – 20%1 • well as an assessment of risk management and compliance and their behaviours aligned to the Financial/growth – 50% and delivery – 30% CEO CFO Group’s values. Net new business Client retention Scale and client service Scale and sustainable business The Committee approved the retention of the simplified three key metrics for the 2020/21 award, Client numbers Colleague advocacy Reputation Resources to deliver with 50% of the award based on financial/growth metrics, 30% based on client, colleague and strategic (engagement) strategy delivery metrics and 20% against individual objectives. Further details are set out below. Profit before tax Strategic delivery Governance, risk Governance, risk and culture and culture Notes 1 Assessment of performance will take account of both delivery (what) and demonstrations of behaviours aligned to HL’s values (how). 100 Hargreaves Lansdown Report and Financial Statements 2021