Annual variable compensation to be paid in 2020 for financial year 2019
The variable compensation of Anne-Gabrielle Heilbronner, which, if targets are met, may represent up to 100% of her fixed compensation, without exceeding this percentage, is based on:
- two quantitative criteria linked to the Groupe’s financial performance, each counting equally, for 40% of the variable compensation:
- organic growth, compared to a peer group. If Publicis Groupe posts the best growth, 100% of the variable compensation on this criterion will be attributed. If Publicis Groupe reports the second-best margin, 75% of the variable compensation will be attributed. If Publicis Groupe reports the third-best margin, 50% or 30% of the variable compensation will be attributed depending on the difference with the second-best performance: if the difference is minimal (< 10%), 50% of the variable compensation may be attributed and if the difference is significant (> 15%), 30% will be attributed. For a difference between 10% and 15%, the Committee will decide the variable compensation percentage that may be attributed,
- operating margin, compared to a peer group. If Publicis Groupe posts the best margin, 100% of the variable compensation for this criterion will be attributed. If Publicis Groupe reports the second-best margin, 75% of the variable compensation will be attributed. If Publicis Groupe reports the third-best margin, 50% or 30% of the variable compensation will be attributed depending on the difference with the second-best performance: if the difference is low (< 10%), 50% of the variable compensation may be attributed and if the difference is high (> 15%), 30% will be attributed. For a difference between 10% and 15%, the Committee will decide the variable compensation percentage that may be attributed; and
- four individual non-financial criteria consistent with her main areas of responsibility, for 60% of the variable part, each being taken into account on an equal basis:
- internal controls and audits: implementation of the audit plan and follow-up on recommendations,
- procurement: implementation of purchasing savings plan,
- human resources and CSR: continued strengthening of the CSR policy and of the Women’s Forum; improvements in talent management in terms of compensation and management tools, and
- legal: deployment of compliance programs, monitoring of investigations, dispute management
