In accordance with MIFIDPRU 8 the regulatory aim of the disclosure is to enable stakeholders and market participants to have an insight into how Queen’s Park Equity LLP (“QPE” or the “Firm”) is run. They should also aim to help stakeholders make more informed decisions about their relationship with the Firm.
This disclosure covers the period 1st April 2022 to 31st March 2023, and subsequent updates will be made on at least an annual basis as of the Accounting Reference Date (“ARD”), which is 31st March each year, and will be publicly disclosed when the Firm files its financial statements with Companies House.
The Firm may choose, at its own discretion, to make more frequent public disclosures where a particular circumstance requires this in the opinion of the Firm’s management.
The level of detail provided in the qualitative disclosures is proportionate to the size and internal organisation of the Firm and also proportionate to the nature, scope, and complexity of the Firm’s business activities.
This disclosure has been made in line with the requirements which apply to QPE as a MIFIDPRU Investment Firm, which is classed as Small and Non-Interconnected (“SNI”).
Changes to Information disclosed
This is the Firm’s first Disclosure under MIFIDPRU 8.
Therefore, there are no significant changes or amendments for QPE to disclose.
The information contained in this document has not been audited by the Firm’s external auditors, as this is not a requirement, and does not constitute any form of financial statement and must not be relied upon in making any judgement on the Firm.
Queen’s Park Equity is incorporated in England and Wales and is authorised and regulated by the FCA. The Firm is a MIFIDPRU Advisor, previously “exempt-cad” that is part of a Consolidation Group. As a SNI MIFIDPRU investment firm, that has no additional tier 1 instruments in issue, the Firm is only required to disclose its remuneration policies and practices, as per MIFIPRU 8.1.
These disclosures are made by the Firm on a solo basis as required by MIFIDPRU 8.1.7R.
MIFIDPRU 8.6 – Remuneration
As a MIFIDPRU Advisor, QPE is subject to the ‘MIFIDPRU Remuneration Code’ (SYSC 19.G) only.
Distributions to Senior Management and Owners
In accordance with the guidance in SYSC 19G.4.4, at the end of each year, the residual profits of the Firm, which is a limited liability partnership, are distributed among the members.
All distributions received by members are classed as fixed or variable, depending on whether they are discretionary and based on performance of the individual or their business unit.
The Firm has in place a Remuneration Policy which is approved by the Governing Body at least annually. The Remuneration Policy’s overarching aim is the promotion of sound and effective risk management, whilst reducing conflicts of interests and encouraging good conduct amongst employees.
The purpose of the Remuneration Policy is to set out how the Firm will provide remuneration in a manner that is consistent with the relevant remuneration codes as outlined above, with the main objective of the financial incentives being to attract, motivate and maintain high-calibre employees.
The remuneration strategy has been designed to ensure consistency with the risk profiles and rules of the firm, its activities and to ensure no conflict of interest arises between Staff and its one client.
As noted above, the Firm is not required to identify Material Risk Takers as an SNI MIFIDPRU investment firm.
The Firm’s approach to remuneration for all staff includes:
- QPE’s regulatory capital and liquidity position and the maintenance of an appropriate surplus of capital and liquidity.
- The performance of individual staff members with respect to quantitative financial metrics.
- Assessment of the performance of personnel against non-financial metrics, such as good conduct.
- The performance of the Firm.
In line with the Equality Act 2010, the Firm have developed the following remuneration policies and practices to promote gender neutrality and eliminate any form of discrimination based on protected characteristics, including gender.
- Pay Equity
a) Objective Evaluation: Compensation decisions are based on objective criteria such as job responsibilities, skills, qualifications, experience, and performance, irrespective of an individual's gender or any other protected characteristic.
b) Salary Evaluation: Salaries are established for each job role, considering factors that are relevant to the position, ensuring consistency and fairness in pay structures.
c) Market Research: Market research is conducted to compare our compensation levels with industry standards to ensure that our pay remains competitive, equitable, and unbiased.
d) Job Descriptions: Job descriptions are established for each position, outlining the required skills, responsibilities, and qualifications. This ensures clarity and transparency in determining compensation.
- Performance Based Pay:
a) Objective Performance Evaluation: Performance assessments are conducted that are directly related to job responsibilities and individual contributions. Evaluations are conducted consistently and objectively, free from bias or discrimination.
b) Merit-Based Increases: Salary increases and bonuses are tied to individual performance, recognising, and rewarding employees based on their contributions and achievements, regardless of their gender.
- Career Development and Advancement:
a) Equal Opportunities: QPE provides equal opportunities for career development and advancement to all employees, irrespective of gender or any other protected characteristic. Promotion decisions are based on merit, skills, qualifications, and performance.
- Transparent Communication:
a) Policy Awareness: QPE ensures that all employees are aware of our remuneration policies, practices, and their rights to a fair and non-discriminatory workplace. This information is communicated clearly through our Remuneration Policy, Compliance Manual, periodic training, and periodic staff attestations.
QPE is dedicated to upholding the principles of equality and non-discrimination in our remuneration policies and practices.
The Firm considers that it has a single business area (investment advisory), and the total remuneration paid to Staff as required under MIFIDPRU 8.6.8R (4) can be found below. The variable remuneration reflects such remuneration paid with respect to performance over the fiscal year (even if paid following the end of the year).