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Press Releases
Βι¶ΉΤΌΕΔ directors waive bonuses
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The Βι¶ΉΤΌΕΔ's most senior management group has collectively decided not to take contractual bonuses for the financial year 2006/7.
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The directors cited the scale of the challenge the Βι¶ΉΤΌΕΔ faces as it enters the new licence fee period and were mindful of the likely impact of this on all of their colleagues.
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They also accepted that, although the Βι¶ΉΤΌΕΔ has made progress on diversity, they would not meet some specific commitments they had made on workforce numbers by the target date.
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Βι¶ΉΤΌΕΔ Director-General Mark Thompson said: "Overall this has been a strong year for the Βι¶ΉΤΌΕΔ both creatively and managerially. All of my colleagues on the Βι¶ΉΤΌΕΔ Direction Group met the majority of their objectives and were eligible for bonuses as part of their contracts of employment. However, they and I have collectively decided to waive this contractual right on this occasion.
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"I believe that this year is exceptional. Bonuses and the principle that a proportion of total remuneration should be dependent on performance are standard practice for senior managers throughout the public as well as the private sector. I have told my fellow directors that I would expect them to resume their participation in the Βι¶ΉΤΌΕΔ executive bonus plan, as long as performance objectives are met, in the usual way in future years."
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Notes to Editors
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1. Bonuses were formerly determined by the Remuneration Committee of the Βι¶ΉΤΌΕΔ Board of Governors. On the creation of the Βι¶ΉΤΌΕΔ Trust, this responsibility passed to the Remuneration Committee of the Βι¶ΉΤΌΕΔ Executive Board, which operates within a policy set by the Βι¶ΉΤΌΕΔ Trust.
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The exception to this is the remuneration and bonus for the Director-General, which is determined by the Remuneration Committee of the Βι¶ΉΤΌΕΔ Trust. Up to ten per cent of base salary may be awarded. This year, the total amount that has been waived by the directors is c.Β£350,000.
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2. The total remuneration, including bonuses, is published each year in the Βι¶ΉΤΌΕΔ's Annual Report and Accounts.
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3. Diversity remains a creative opportunity for the Βι¶ΉΤΌΕΔ to engage all of the UK audience. Workforce diversity is one element of this. The Βι¶ΉΤΌΕΔ plans to announce a fresh programme of action in the autumn.
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In 2000, the Βι¶ΉΤΌΕΔ set itself stretching workforce diversity targets to be met by 2003. These were:
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- 10% for black and minority ethnic staff overall
- 4% for black and minority ethnic staff at the Βι¶ΉΤΌΕΔ's SM (senior manager) grade
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These targets were met at 31 December 2003.
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Subsequently in July 2005, the Βι¶ΉΤΌΕΔ set itself a target of 4% for the representation of disabled people within its workforce. These targets are to be met by December 2007.
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In 2004, the Βι¶ΉΤΌΕΔ set itself a further set of stretching workforce targets to be met by 31 December 2007:
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- 12.5% black and minority ethnic staff overall
- 7% for black and minority ethnic staff at the Βι¶ΉΤΌΕΔ's SM (senior manager) grade
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4. The remuneration of John Smith, Chief Executive of Βι¶ΉΤΌΕΔ Worldwide, is on a different, commercial, basis. He has, however, voluntarily decided to forego a similar amount as his fellow directors.
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Βι¶ΉΤΌΕΔ Press Office
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