ARTHUR SADOUN Chairman of the Board
2021 target compensation structure
Compensation with performance conditions 83%
- Long-term variable compensation 50%
- Annual variable compensation 33%
Compensation without performance conditions 17 %
- Fixed remuneration 17 %
ANNE-GABRIELLE HEILBRONNER
2021 target compensation structure
Compensation with performance conditions 75 %
- Long-term variable compensation 50 %
- Annual variable compensation 25 %
Compensation without performance conditions25 %
- Fixed remuneration 25 %
STEVE KING
2021 target compensation structure
Compensation with performance conditions 78 %
- Long-term variable compensation 43 %
- Annual variable compensation 35 %
Compensation without performance conditions 22 %
- Fixed remuneration 22 %
MICHEL-ALAIN PROCH
2021 target compensation structure
Compensation with performance conditions 75 %
- Long-term variable compensation50 %
- Annual variable compensation25 %
Without performance conditions 25 %
- Fixed remuneration 25 %
Fixed compensation
The fixed compensation is determined by taking into account:
- the scope of responsibility and the complexity of tasks;
- the career path and experience of the person holding the position;
- consistency compared to the other Groupe functions (internal equity);
- market practice for identical or comparable positions (external competitiveness).
The level of fixed compensation is reviewed every two years for Management Board members and other Groupe executives in order to regularly assess its relevance and competitiveness.
Compensation for Management Board members is generally reassessed at relatively long intervals, in accordance with the Afep-Medef Corporate Governance Code recommendations, and when such a revision is justified, for example in the event of a change in scope or an adjustment relative to market practices or internal practices.