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Ownership of Website and Trademarks/Lawful Use
Local Legal Restrictions
No Offer of Securities – Disclosure of Interests
Forward-Looking Statements and Information
No Reliance
Material to be Consulted in its Entirety
No Warranty
Limitation of Liability
Severability
Disputes and Severability
Global Dealing Restrictions
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Termination
OMERS Private Equity Europe Limited (“OPE Europe”) Walker
Guidelines for Disclosure and Transparency in Private Equity
- Partner with incumbent management teams to grow businesses organically and by acquisition on a global basis;
- Long-term and patient investor, focused on long-term value creation rather than near-term earnings; and
- Permanent capital to invest behind organic and/or inorganic initiatives
OPE Europe portfolio companies
The OPE Europe portfolio companies subject to the Guidelines are:
Alexander Mann Solutions
Network Plus
Further details about these portfolio companies may be found on their respective websites.
Investor base
OPE is a captive private equity firm. Key stakeholders are the employees and members of OMERS, on whose behalf OPE manages private equity assets.
Financial Conduct Authority
MIFIDPRU 8 Disclosure
The Firm is subject to the MIFIDPRU Remuneration Code (the “Remuneration Code”). In accordance with the Remuneration Code, the Firm has established a Remuneration Policy which is designed to ensure that the Firm’s remuneration practices:
are in line with the business strategy, and the sustained, long-term performance of the Firm;
neither encourage, nor reward risk taking outside the Firm Board’s appetite;
identifies and manages any conflicts of interest; and
promote sound and effective risk management.
Remuneration at the Firm is comprised of fixed and variable components:
Base salary: Fixed compensation based on market benchmarking and reviewed annually.
Benefits and Retirement Programs: Fixed compensation including vacation, life and disability insurance, health and dental benefits and retirement programs.
Short-Term Incentives: Variable (at-risk) compensation based on business and individual performance against pre-established objectives.
Long-Term Incentives: Variable (at-risk) compensation based on business and individual performance against pre-established objectives. Long-Term Incentive awards are deferred.
For the year ending 31st December 2022 relevant remuneration was as follows:
£3,580,105 fixed compensation and £20,064,375 variable compensation