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For the 2021 RSP awards, an underpin will apply so that the Committee could reduce the vesting outturn if ROCE, revenue growth and/or supply of the Board's agreed technique for the repositioning of our environmental impact is not considered by the Committee to be at an acceptable stage. Vesting will increase on a straight-line foundation to a most at an equal of 12% per annum development; and → 50% of the award is predicated on final year ROCE (2020) in a spread of 15% to 22%. No efficiency shares can be awarded towards this element if efficiency is lower than 15%. If performance is equivalent to 15% ROCE, 25% of the award will vest and awards will enhance on a straight-line foundation to the maximum at 22% ROCE. 50% of any bonus payments might be cash and 50% deferred into shares and launched after three years. → 50% of the award is predicated on three-year cumulative D-EPS as in contrast with three-year compound growth

The Committee thought of the influence of COVID-19 on government and wider employee pay. Throughout 2020, the Committee has reviewed the framework for key components of the wider workforce remuneration and taken these into account when setting insurance policies of Executives' remuneration. All year long, the Committee evaluations the frameworks and budgets for key parts of the wider workforce remuneration, along with the broader structure of Group bonus preparations, which ensures appropriate alignment with government pay arrangements. Pay and bonus budgets - the Committee notes the full budgeted wage and bonus expenditure for all Aggreko employees, making certain reward principles are aligned all through the business. The Committee is, due to this fact, satisfied that the median pay ratio for 2020 is per the pay insurance policies for Aggreko's UK workers as a complete. Share ownership - workers in quite a lot of countries by which we function are provided the opportunity to take part in our Sharesave plan - practically 70% of our workforce. The average declaration price throughout all of those areas has increased from 55% to 80%, which permits us to have a more correct evaluation of our workforce profile. An evaluation will probably be made by the Board taking into account the long-time period targets we set out in November 2020 for the following decade, with evaluation of ROCE and income development having regard to efficiency in 2019 as the idea for such evaluation

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