[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-170584-105":3,"detail-sidebar-cat-1-en-105":85,"doc-detail-170584-en":131},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":78,"head_meta":80,"extra_data":82,"updated_unix":84},105,"en","completing-your-rps-group-structures-and-proportionality","Completing your RPS - group structures and proportionality","","This template supports level three firms in documenting remuneration policies, practices and procedures through a Remuneration Policy Statement (RPS). It outlines the principal questions the PRA may ask during a remuneration review and describes how detail can vary by firm size, internal organisation and the complexity of activities. Guidance explains proportional application of rules, including individual and consolidated approaches within PRA/FCA-regulated groups, and identifies circumstances where specific rules may not apply to small CRR firms. The RPS Tables template must be completed for the current performance year.",{"@graph":14,"@context":77},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/template/","Template",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/template/forms/","Forms",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/template/completing-your-rps-group-structures-and-proportionality/170584/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/completing-your-rps-group-structures-and-proportionality/170584.png","ImageObject",442,249,{"name":42,"@type":43},"Terk","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/vnd.openxmlformats-officedocument.wordprocessingml.document","2026-10-24","2026-09-01",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",8,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69,73],{"name":60,"@type":61,"acceptedAnswer":62},"What is the Remuneration Policy Statement (RPS) and who must complete it?","Question",{"text":63,"@type":64},"All firms within scope of the PRA Remuneration Part are expected to ensure remuneration policies are clear and documented, and should complete an RPS. This template is designed for level three firms to document their remuneration policies, practices and procedures.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"How should remuneration rules be applied for firms that are part of a group?",{"text":68,"@type":64},"Where the firm is part of a group regulated by the PRA and FCA, remuneration rules must be applied on both individual and consolidated or sub-consolidated bases.",{"name":70,"@type":61,"acceptedAnswer":71},"What does proportionality mean in the RPS context?",{"text":72,"@type":64},"Proportionality requires compliance in a way appropriate to the firm’s size, internal organisation, and the nature, scope and complexity of its activities. The template also indicates which rules may be disapplied for certain level three firms and which rules do not apply to small CRR firms.",{"name":74,"@type":61,"acceptedAnswer":75},"Is the template mandatory, and how often should the RPS be reviewed?",{"text":76,"@type":64},"Use of the template is not compulsory, but firms must provide the information the PRA needs in a clear and structured manner. The RPS should be reviewed and approved by the remuneration committee (or equivalent) and reviewed annually to reflect changes.","https://schema.org",{"og:url":32,"og:type":79,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":81,"canonical":32},"index,follow",{"doc_id":83,"site_id":7},170584,1790688592,{"code":4,"msg":86,"data":87},"success",[88,93,98,103,108,113,117,122,127],{"id":89,"doc_module":22,"doc_module_name":25,"category_name":90,"show_sort_weight":91,"slug":92},11,"Presentations",90,"presentations",{"id":94,"doc_module":22,"doc_module_name":25,"category_name":95,"show_sort_weight":96,"slug":97},12,"Resumes",80,"resumes",{"id":99,"doc_module":22,"doc_module_name":25,"category_name":100,"show_sort_weight":101,"slug":102},14,"Invoices",70,"invoices",{"id":104,"doc_module":22,"doc_module_name":25,"category_name":105,"show_sort_weight":106,"slug":107},15,"Posters",60,"posters",{"id":109,"doc_module":22,"doc_module_name":25,"category_name":110,"show_sort_weight":111,"slug":112},16,"Social Media",50,"social-media",{"id":114,"doc_module":22,"doc_module_name":25,"category_name":29,"show_sort_weight":115,"slug":116},17,40,"forms",{"id":118,"doc_module":22,"doc_module_name":25,"category_name":119,"show_sort_weight":120,"slug":121},18,"Letters",30,"letters",{"id":123,"doc_module":22,"doc_module_name":25,"category_name":124,"show_sort_weight":125,"slug":126},21,"Paper Templates",5,"papers-templates",{"id":128,"doc_module":22,"doc_module_name":25,"category_name":129,"show_sort_weight":4,"slug":130},158,"General","general-158",{"code":4,"msg":86,"data":132},{"doc_id":83,"user_id":133,"nickname":42,"user_avatar":134,"doc_module":22,"category_id":114,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":135,"file_id":136,"file_url":137,"file_type":138,"file_size":139,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":109,"language":140,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":141,"faqs":142,"seo_title":143,"seo_description":12,"update_tm":144,"read_time":145},1099525198933,"https://ap-avatar.wpscdn.com/davatar_155a257f0dc6eb9ab79c44ca47cae57d","Purpose of the template\nAll firms within the scope of the \u0013 HYPERLINK \"https://www.prarulebook.co.uk/pra-rules/remuneration/11-07-2024\" \u0014Remuneration Part of the Prudential Regulation Authority (PRA) Rulebook (the Remuneration Part)\u0015 are expected to ensure that their remuneration policies, practices and procedures are clear and documented. To record those policies, practices and procedures, and assess their compliance with the rules, firms should complete a Remuneration Policy Statement (RPS). The level of detail within the RPS may vary depending on a firm’s size, internal organisation, and the nature, the scope and the complexity of its activities.\nThis template is designed as a tool for level three firms to document their remuneration policies, practices and procedures. It sets out the principal questions that the PRA is likely to ask if it carries out a review of your firm’s remuneration policies. It would be good practice for firms to use the template as it provides the PRA’s expectation of the level of detail which should be included. Use of this template is not compulsory and you may choose to document your remuneration policies in a different way in order to comply with Rule 6.5 of the Remuneration Part. However, if you choose not to use this template, you should ensure that you provide all the information that the PRA needs (as indicated by this template) in a clear and structured manner.\nWhile the template refers to certain rules on remuneration, it is not intended to be a comprehensive summary of those requirements. Filling out the template is not a substitute for considering and applying the rules and guidance, and reliance on filling out the template alone will not demonstrate compliance with the rules.\nThe template has been designed to cover a broad range of firms and, as such, not all questions in this template will apply to your firm. Where relevant the PRA has included notes to indicate whether level three firms are normally able to ‘disapply’ certain rules.\nYou do not need to send us a copy of your RPS unless requested to do so; however, it should be reviewed and approved by the firm’s remuneration committee or equivalent body with responsibility for remuneration policies. It should be reviewed annually to take account of any changes to policies, practices or procedures, and changes should be approved by the remuneration committee or equivalent body.\nCompleting your RPS – group structures and proportionality\nWhere your firm is part of a group, which is regulated by the PRA and the FCA, the Remuneration rules must be applied on individual and consolidated or sub-consolidated bases.\nThe proportionality Rule 5.1 of the Remuneration Part requires firms to comply with the requirements ‘in a way that is appropriate to its size, internal organisation and the nature, the scope and the complexity of its activities’.\nRule 5.3 sets out which rules do not apply to \u0013 HYPERLINK \"https://www.prarulebook.co.uk/Glossary?p=1&Date=31-12-2020&SingleTerm=1&TermId=60b145879c8b45e0b501413b4a7df3ff\" \u0014Small CRR firms\u0015 or small third country CRR firms.\nGuidance on the proportionate application of the rules is provided in chapter 2 of the Supervisory Statement SS 2/17 ‘Remuneration. It provides a starting point to help firms understand which rules are likely to apply to them and which ones normally apply only to firms in the higher levels.\nAnnexes\nThe RPS Tables form part of your RPS. This RPS has an Excel spreadsheet template to record your Material Risk Takers (MRTs), remuneration structures and any guaranteed variable remuneration awarded to MRTs. If you decide to use this template then you should complete the RPS Tables for the current performance year.\n\u000f\n\u000f\n\u000f\n\u000f\n\u000f\n\u000f\n\u000f\n\u000f\n\u000f","cbCaipY6VGLJ6L5A","https://ap.wps.com/l/cbCaipY6VGLJ6L5A","docx",114608,"English","# Purpose of the template\n# Completing your RPS - group structures and proportionality\n## Proportionality and application bases\n## Guidance for level three firms\n# Annexes\n## RPS Tables and Excel spreadsheet template","[{\"question\":\"What is the Remuneration Policy Statement (RPS) and who must complete it?\",\"answer\":\"All firms within scope of the PRA Remuneration Part are expected to ensure remuneration policies are clear and documented, and should complete an RPS. This template is designed for level three firms to document their remuneration policies, practices and procedures.\"},{\"question\":\"How should remuneration rules be applied for firms that are part of a group?\",\"answer\":\"Where the firm is part of a group regulated by the PRA and FCA, remuneration rules must be applied on both individual and consolidated or sub-consolidated bases.\"},{\"question\":\"What does proportionality mean in the RPS context?\",\"answer\":\"Proportionality requires compliance in a way appropriate to the firm’s size, internal organisation, and the nature, scope and complexity of its activities. The template also indicates which rules may be disapplied for certain level three firms and which rules do not apply to small CRR firms.\"},{\"question\":\"Is the template mandatory, and how often should the RPS be reviewed?\",\"answer\":\"Use of the template is not compulsory, but firms must provide the information the PRA needs in a clear and structured manner. The RPS should be reviewed and approved by the remuneration committee (or equivalent) and reviewed annually to reflect changes.\"}]","Completing your RPS - group structures and proportionality | DOCX",1788273146,6]