How Financial Health is Shared

The financial health of EDF Energy is shared with our staff, with our suppliers and with the wider community.

Staff wages

In 2004 we paid our staff £406 million. In addition, we rewarded our staff through a range of incentive programmes, the main one being the Annual Incentive Plan (AIP).

The AIP allows all staff to share in the success of the company, based on our performance. At the beginning of every year, measures of performance are agreed at company, branch, team and individual levels. Performance against these measures is monitored and, at the end of the year, overall performance is reviewed.

Incorporated into the AIP scheme are measures covering our performance against our five ambitions. This means that not only is the bonus dependent upon the financial performance of the company, but it is also dependent, for example, on our corporate responsibility performance. Indeed, our CR performance contributes 8% of the overall AIP payout.

This process ensures that all staff are motivated and rewarded financially. It also ensures that wider business performance is rewarded alongside financial performance.

Taxes

The Corporation Tax charge in 2004 amounted to £159 million.

Community giving

In 2004, we contributed £2.6 million to the community through cash donations, gifts in kind and in staff time, including over £300,000 to our School Grounds Awards programme and £1.25 million to the EDF Energy Trust. By the end of 2004, our employees had raised over £200,000, which was then matched pound for pound by EDF Energy for our charity partner NCH, with over £100,000 of that coming from the London-to-Paris sponsored bike ride.