Traduction de «rémunération à risque individuelle » (Français → Anglais) :

When establishing and applying the total remuneration policies, inclusive of salaries and discretionary pension benefits, for those categories of staff, including senior management, risk takers, control functions and any employee receiving total remuneration that takes them into the same remuneration bracket as senior management and risk takers, whose professional activities have a material impact on the risk profiles of the AIFMs or of AIFs they manage, AIFMs shall comply with the following principles in a way and to the extent that ...[+++]is appropriate to their size, internal organisation and the nature, scope and complexity of their activities:

These very comprehensive principles, which are part of the worldwide effort to fix the global financial system, laid out firm standards with respect to executive compensation practices that require: first, that boards of directors play an active role in the design, operation and evaluation of compensation schemes; second, that compensation be aligned with prudent risk taking and not reward excessive short-term risk taking where risks are realized over long periods; and third, that there be clear, comprehensive and timely public disclosure of information about compensation.

Members of the (supervisory) board responsible for remuneration policy and members of the remuneration committees and staff members who are involved in the design and implementation of the remuneration policy should have relevant expertise and functional independence from the business units they control and thus be capable of forming an independent judgement on the suitability of the remuneration policy, including the implications for risk and risk management.

All Treasury Board decisions—and those decisions can be taken directly by Treasury Board or through collective bargaining—with respect to compensation are to be guided by four overarching principles: external comparability, which is basically about being competitive with, but not leading, the compensation for similar work in the relevant labour markets; internal relativity, which is basically about reflecting the relative value to the employer of the work performed; individual or group performance, which is basically about rewarding performance where appropriate and practicable, either based on individual performance or group performan ...[+++]ce, depending on the types of jobs we are referring to; and the fourth, and not the least principle, is affordability, which is obviously a key overarching principle in determining compensation for the federal public administration.

The approval relates to the system of remuneration and the rules applied to establish individual remuneration under the scheme. It would not relate to the individual remuneration of directors.

Such approval would relate to the scheme in itself, in other words the system of remuneration and the rules applied to establish individual remuneration under the scheme, rather than to the remuneration of individual directors.