The National Australia Bank board has junked the executive remuneration framework that it introduced in 2018. The move comes after further hits to the bank's reputation showed the new system was not working.The remuneration plan was developed just a year ago "to encourage long-term decision making and drive performance that represents the interests of all NAB stakeholders," as Anne Loveridge, NAB's remuneration committee chairman explained it.NAB interim group CEO and chairman-elect Philip Chronican said the board "had increased rigour in assessing performance across customer, risk, people, transformation and financial goals". While not spelling it out directly, it's clear the fallout from the Hayne royal commission has continued to hit the bank's top echelons hard, executive departures notwithstanding."NAB has not achieved benchmarks on some financial and non-financial results. This takes into account the impact of substantial provisions for customer remediation," Chronican saidConsequently, the NAB board has made what the bank termed "substantial changes to its executive leadership team's remuneration framework" in 2019 - just as it already did back in 2018. One immediate effect is that the executive team will miss out on both short-term variable rewards and fixed remuneration increases for FY19.Gone will be the balanced scorecard, based on a mix of pre-set targets for: cash earnings; cash return on equity, cash return on total allocated equity; productivity savings; and net promoter scores.The maximum short-term variable reward that might have been paid to the executive leadership team in FY19 was A$14.4 million, while the "reward opportunity at target" was $9.6 million. Footnotes to both the accounts and to media releases disclose that calculation of the "maximum [short-term variable reward opportunity] assumes all individual and Group performance scores set at the highest possible level", while eligibility for the 'at target' payment "assumes all individual and Group performance scores set at target". Based on previous years' results, this is a good approximation if what a "business as usual" bonus looked like, despite claims by NAB that its plan was compliant with the new Banking Executive Accountability Regime, as well as meeting all the suggestions from the Sedgwick report.Instead, the NAB leaders will need to re-adjust to a variable reward program based on separate short-term and long-term components. The bank has promised to release full details of how the rewards program will work in a separate remuneration report to be published in a week's time, on 15 November.Other impacts on executive remuneration were disclosed earlier this year:•    When he resigned in February, former Group CEO Andrew Thorburn forfeited all deferred variable rewards, potentially worth around $21 million. Again a footnote to the accounts and a media release disclosed that this calculation was based on "an indicative share price of $25 and assuming full vesting of all rights, shares and cash awards, and excluding the value of any dividends on unvested shares".•    Deferred variable reward previously awarded between 2016 and 2018 for the majority of the 2018 executive team (other than the former Group CEO), potentially worth $5.5 million was forfeited, based on an