This implies that there is a mix of salary and performance related pay as noted above. Corporate governance guidelines do not provide a precise "mix" but indicate that the performance related element should be substantial. In terms of TY and JK, there is a performance related element of remuneration. At 40% and 30% it could be argued that the fixed salary percentage is too below-there is a risk that directors will not be sufficiently well compensated if their company does not perform well. A company needs to attract and retain directors with sufficient knowledge and skill to run the company and 30% specifically may be too low an amount to meet this objective. Marks & Spencer, for example, have 55% of remuneration from fixed salary etc.
