Disclosure of LTIP performance condition targets
Sanderson Design Group PLC has disclosed the performance condition targets for nil-cost options granted to eight PDMRs under its Long Term Incentive Plan, with 50% of awards tied to Adjusted PBT and 50% to cumulative cash flow from operating activities by FY2029. Threshold performance requires £9.9 million Adjusted PBT and £24.3 million cumulative cash flow for 25% vesting, while maximum performance requires £16.2 million Adjusted PBT and £40.5 million cumulative cash flow for 100% vesting, with straight-line vesting between these points. The awards vest on June 8, 2029, subject to continued service and performance conditions, with a voluntary two-year holding period for the CEO and CFO on vested shares.
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Further to the announcement made on 8 June 2026, in which the Company disclosed it granted nil-cost options (the "Awards") over ordinary shares of 1 pence each in the Company (the "Shares") to eight PDMRs under the Sanderson Design Group PLC Long Term Incentive Plan (the "LTIP"), the Company confirms the performance condition targets that apply to the Awards are as follows:
| Performance measure | Weighting | Threshold (25% vesting) | On Target (50% vesting) | Maximum (100% vesting) |
|---|---|---|---|---|
| Adjusted PBT (at FY2029) | 50% of the Awards | £9.9m | £13.2m | £16.2m |
| Cumulative cash flow from operating activities (over 3 years to end FY29) | 50% of the Awards | £24.3m | £32.4m | £40.5m |
25% of the Awards will vest at threshold performance, 50% of the Awards will vest at target and 100% of the Awards will vest at maximum performance. There will be straight line vesting between threshold and target and again between target and maximum.
The Awards shall vest on 08 June 2029 subject to each PDMR's continued service with the Company and the extent to which the performance conditions applicable to the Awards are achieved. In the case of the Awards granted to Lisa Montague, CEO, and Mike Woodcock, CFO, any Ordinary Shares which vest will be subject to a voluntary additional two-year holding period (on a net of tax basis) from the Vesting Date.
The Remuneration Committee believes that the above targets represent a significant degree of stretch. The Committee will also consider the formulaic outcome at the time of vesting to ensure this is aligned with the holistic performance achieved and the broader stakeholder experience, and may use discretion to adjust the outcome if appropriate in the specific circumstances.
Cleaned text: letterheads, contacts and legal notices removed. View the original announcement ↗ · Company filings. Not investment advice.