Board of directors (resolutions 4 to 9)
The independence rate of the Board amounts to only 38.5%.
Each of the three largest shareholders should have at least one representative regardless of the board's independence. Accordingly, we recommend that shareholders approve the re-election of Anne Beaufour but not Philippe Bonhomme. A new member, Paul Sekhri, is chairman of two listed companies and member of the Board of two others listed companies. Therefore, we have concerns about his time commitment.
Remuneration (resolutions 10 to 13) The lack of disclosure of the achievement rates of each criterion for the bonus is not acceptable. Performance shares are based on unverifiable criteria and are measured only over a two-year period. Therefore, David Meek does not receive a real long-term remuneration. Finally, quantum is excessive. Therefore, we recommend that shareholders oppose the CEO’s remuneration.
Due to an excessive amount in 2017, we recommend that shareholders oppose the chairman of the Board’s remuneration. For 2018, a decrease of his base salary is due to his new function. Shareholders have interest in approving a new remuneration policy which is less excessive.
Ipsen is global biotechnology specialty care company. Co. engages in research, development, manufacture and sale of pharmaceutical products for human healthcare. Co.'s product portfolio includes pharmaceutical products marketed around the world to specialists working in its targeted therapeutic areas (oncology, endocrinology, neurology and haematology). These products are specialist care drugs. Co. also markets products in other therapeutic areas including gastroenterology, cardiovascular and cognitive disorders. These products are primary care drugs. Co.'s brand names include Decapeptyl®, Somatuline®, Dysport®, Nutropin Aq®, Smecta®, Forlax®, Nisis®,Adrovance®, Exforge® and Adenuric®.
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SECTOR | Pharmaceuticals | BG OncoDay 2019: clear upside in early-stage NSCLC At our Annual Oncology Day this year, two KOLs (i) summarized the key learnings from ASCO 2019 and (ii) focused specifically on the advances in lung cancer. Then, out of the five companies presenting, three did so in plenary sessions, and we report here the main messages they conveyed
A director at Ipsen sold 3,048 shares at 118.208EUR and the significance rating of the trade was 53/100. Is that information sufficient for you to make an investment decision? This report gives details of those trades and adds context and analysis to them such that you can judge whether these trading decisions are ones worth following. Included in the report is a detailed share price chart which plots discretionary trades by all the company's directors over the last two years clearly showing Close periods where trading activity is restricted under listing rules. The names of board members ...
In a persistently restrictive environment for midcaps, we are updating our stock selection. We select those for which cash flow seems to us to be fairly secure, free of geopolitical or interest rate sensitivity, while hoping for momentum effects (triggers), and with multiples as reasonable as possible. Thus, we maintain Albioma, Devoteam and Wordline in our list to which we have also added Guerbet, Ipsen, SMCP and Spie. - >Persistently unfavourable context? - The macro...
Item 3: Approve the Remuneration Report The structure is weighted more heavily towards short-term performance. One of the performance metrics for the LTI is the payment of sustainable dividends, which is not considered appropriate as executives can potentially influence the payout level. The LTI also includes relative TSR as a performance metric. Nevertheless, the quantum is not excessive and even maximum potential amounts are moderate. On balance, we recommend shareholders vote in favor. Item 4: Approve the Remuneration PolicyThe main concern with the Company's remuneration policy is that pa...
Item 2: Approve the Remuneration ReportThe remuneration structure is unsatisfactory. The main concern at the Company is that the potential maximum incentive pay including the bonus, matching shares on the deferred portion of the bonus and the LTI amounts to 1000% of base salary, which is considered grossly excessive. Actual incentive pay during the year was1.6 times the ECGS limit. Furthermore, variable remuneration is overly reliant on a single performance metric, benchmark profit before tax. A second performance criteria will be used in the coming year. We note that the Company has adjusted ...
Leadership changes Vittorio Colao was succeeded by Nick Read who was appointed Chief Executive Designate on 27 July 2018 and became Chief Executive on 1 October 2018. Margherita Della Valle joined the Board as Chief Financial Officer on 27 July 2018. Item 15: Advisory vote on the Remuneration ReportThe structure is unsatisfactory. The maximum bonus and total incentive pay exceed guidelines. The quantum for the year was excessive. Pay weighted more towards rewarding long-term performance, but there are overlapping performance conditions as free cash flow was used for both the STI and LTI. A b...
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