2012年英国大公司高管基薪仅涨3%

The UK’s biggest companies are reining back executive pay as shareholders step up their campaign to keep remuneration in check.

英国主要公司开始控制管理层薪酬，因股东加大了在这一问题上的施压力度。

After the rebellions of last spring, investors increased the pressure on chief executives and chairmen in the autumn to align pay with performance, resulting in pay restraint, according to research by consultants Towers Watson.

咨询公司韬睿惠悦(Towers Watson)的研究显示，自去年春季的抗议活动以来，股东在秋季加大了对企业首席执行官和董事长施加的压力，要求管理层薪酬与公司业绩表现挂钩，受此影响企业开始对管理层采取限薪措施。

Even the likes of advertising group WPP are listening to shareholder concerns over the need to keep pay and bonuses under control, say investors.

投资者们表示，即使像广告业巨擘WPP这样的公司也开始倾听股东关于有必要控制管理层薪酬和奖金规模的意见。

The pay awarded to Sir Martin Sorrell, WPP chief executive, sparked one of the biggest protest votes against the package for a chief executive of a FTSE 100 listed company, when investors rejected the group’s remuneration report in an advisory vote in June.

WPP首席执行官苏铭天爵士(Sir Martin Sorrell)的薪酬方案引发了富时100指数(FTSE 100)成分股公司中股东针对CEO薪酬的最大规模抗议活动之一，在去年6月的一次征求意见投票中，WPP股东否决了该集团的薪酬报告。

One top 10 WPP investor said: “We have spoken to WPP’s chairman and he has told us that Sir Martin is thinking hard about this issue. It doesn’t mean the group will back down over pay, but this is progress on last year when it totally ignored shareholders.

WPP的前十大股东之一表示：“我们与WPP的董事长进行了会谈，他表示苏铭天爵士正在认真考虑这一问题。这并不意味着WPP将在薪酬问题上让步，但相对于去年该公司对股东意见的完全漠视态度已经有了很大进展。

Another leading investor at an asset manager that holds about 4 per cent of the UK stock market said: “We have had the shareholder spring .?.?. the autumn has been just as eventful, but behind closed doors.

某资产管理公司的一位主要股东表示：“去年春季股东的抗议活动曾产生了重大影响。这个秋季同样波澜起伏，不过很多事件并不为人所知。该资产管理公司的持股规模约占英国股市市值的4%。

Richard Belfield, director in executive compensation at Towers Watson, said: “Remuneration committee chairmen have been listening. I have been struck by how aware remuneration committees are of the new environment.

韬睿惠悦高管薪酬部门主管理查德·贝尔菲尔德(Richard Belfield)表示：“主要公司薪酬委员会的主席一直在听取股东意见。这些委员会对于新形势的透彻理解给我留下了深刻印象。

Towers Watson surveyed more than 100 companies in the FTSE 350 and found that the median base salary, or fixed pay, increase, which tends to make up about a third of an executive’s pay, has been about 3 per cent this year. This was similar to last year but much lower than previous years before the 2007 financial crisis.

韬睿惠悦对富时350(FTSE 350)指数中的超过100家成分股公司进行了调查，结果显示今年管理层基础工资（即固定薪酬）中值的增长幅度仅为3%左右，基薪通常占到高管整体薪酬的三分之一左右。这个增幅与上年数字基本相当，但远低于2007年金融危机爆发以前的水平。

More important, executive pay rises have started to become aligned with those of other employees, reversing a trend Towers Watson says emerged over?the?past?three or four years.

韬睿惠悦指出，更重要的一点在于，管理层薪酬增长开始与公司其他员工的薪酬增长趋于一致，扭转了过去三四年间的趋势。

Bonuses in 2012 were similar to 2011. They are also below target levels, which means companies are ensuring that pay is aligned to performance.

2012年的管理层奖金发放情况与2011年类似，并低于目标水平。这表明企业正在采取措施确保管理层薪酬规模与公司业绩表现挂钩。