The base pay of the top executives at Bank of Queensland will remain unchanged for the second year a row, the bank's 2018 annual report shows.The board said it would also "not be receiving an increase in fees nor requesting shareholder approval for any increase in the fee pool."Director fees were last increased in 2014.A mixed bag on performance measures for bonuses - mostly good on customer surveys and "behaviour" but below par on financial metrics - led to a 21 per cent cut in short-term bonuses overall. The logic of deferred vesting for long term equity incentives also worked to cut the pay of BOQ's top managers.The board said in the remuneration report that "LTI grants made in 2014 were tested in December 2017 [and] the 2014 grants achieved a vesting rate of 55 per cent based on relative total shareholder return performance over the three year cycle."Responding to the industry-wide review of pay models by Stephen Sedgwick and needing to conform with APRA's Banking Executive Accountability Regime, BOQ spelled out reforms that apply across the bank.For senior staff, it extended the vesting period for long-term bonuses from three to four years while the deferral on short term bonuses will now be three years, up from two.BOQ said "this will ensure that the plans are compliant and meet the BEAR test for mid-sized ADIs 12 months in advance of the July 2019 requirement".The banks said it also approved "enhancements to employee remuneration across the organisation which are consistent with the Sedgwick recommendations and reflective of the particular circumstances of BOQ's Owner Manager model."For BOQ employees, there are no longer any sales commissions within the BOQ-owned retail branch network, while the company is also "reviewing sales commissions" within BOQ Business.A revised "Balanced Scorecard" for staff has performance measures weighted at 60 per cent non-financial and 40 per cent financial. For top management this ratio is 45 per cent to 55 per cent financial.For the Owner Manager network - where commissions are central to the business case for each franchise - "we substantially re-shaped the balanced scorecard applicable to payments to our Owner Managers (none of whom are BOQ employees) to better align with Sedgwick recommendations."