| Criteria | Weight | Target and acquisition scale (straight‑line between the threshold and the maximum) | Performance objectives | Results | Achievement rate | Amount of variable compensation to be paid |
|---|---|---|---|---|---|---|
Criteria CSR – the assessment of the progress of the CSR policy is carried out with regard to the following priorities: |
Weight not-included |
Target and acquisition scale (straight‑line between the threshold and the maximum) not-included |
Performance objectives not-included |
Results not-included |
Achievement rate not-included |
Amount of variable compensation to be paid not-included |
Criteria Diversity, equity and inclusion: the trajectory aims for 45% women in key management positions in 2025 with an indicative checkpoint of 43% at the end of 2023 |
Weight 10% |
Target and acquisition scale (straight‑line between the threshold and the maximum) Target (100%) |
Performance objectives ≈ 43% |
Results With a rate of 43% women in key management positions at the end of 2023, the target Objective was achieved. |
Achievement rate 100% |
Amount of variable compensation to be paid €60,000 |
Criteria Combating climate change: the trajectory aims for 100% of energy from direct renewable sources by 2030 with an indicative checkpoint of around 50% at the end of 2023 Objective |
Weight 10% |
Target and acquisition scale (straight‑line between the threshold and the maximum) Target (100%) |
Performance objectives ≈ 50% |
Results With an indicative checkpoint of 60% in 2023, the target Objective was achieved and exceeded. |
Achievement rate 100% |
Amount of variable compensation to be paid €60,000 |
Criteria Total (fifinancial and non‑fifinancial criteria) |
Weight 100 % |
Target and acquisition scale (straight‑line between the threshold and the maximum) not-included |
Performance objectives not-included |
Results not-included |
Achievement rate 106% |
Amount of variable compensation to be paid €636,000 |
All objectives were achieved or exceeded. Subject to the approval of the General Shareholders’ Meeting, the Supervisory Board, on the recommendation of the Compensation Committee, approved the payment of variable compensation of euro 636,000 in respect of 2023 (i.e. 106% of the target variable compensation of Mrs. Anne‑Gabrielle Heilbronner), given the items detailed above.
Pursuant to article L. 22‑10‑34, II of the French Commercial Code, the General Shareholders’ Meeting must vote on the variable and extraordinary items of total compensation and benefits of any kind paid during the past financial year or awarded for that financial year by means of a separate resolution for each member of the Management Board.
The General Shareholders' Meeting of May 29, 2024 will therefore be asked to approve the items of compensation paid or awarded in respect of the 2023 financial year to Mr. Michel‑Alain Proch, member of the Management Board until February 8, 2024, as described below. These items comply with the compensation policy established for Mr. Michel‑Alain Proch in respect of the 2023 financial year presented in Sections 3.2.1.4 and 3.2.1.7 of the Publicis Groupe SA 2022 Universal Registration Document as approved by the General Shareholders’ Meeting of May 31, 2023 in its eleventh resolution.
It should be noted that the variable or extraordinary items of compensation are subject to the approval of the Ordinary General Shareholders’ Meeting in accordance with the provisions of article L. 22‑10‑34, II, second paragraph, of the French Commercial Code.
The items comprising the total compensation and benefits of any kind paid during the past financial year or awarded in respect of the same financial year to Mr. Michel‑Alain Proch, member of the Management Board until February 8, 2024, are subject to the approval of the General Shareholders’ Meeting of May 29, 2024 in its tenth resolution pursuant to article L. 22‑10‑34, II of the French Commercial Code.
