| 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 |
|---|---|---|---|---|---|---|
| Individual quantifiable financial and non‑financial criteria | ||||||
| Personnel costs – based on the Objective of “fixed personnel costs and freelance costs/revenue” in the annual budget validated by the Supervisory Board in March 2023 | Personnel costs – based on the Objective of “fixed personnel costs and freelance costs/revenue” in the annual budget validated by the Supervisory Board in March 2023 Weight 20% |
Personnel costs – based on the Objective of “fixed personnel costs and freelance costs/revenue” in the annual budget validated by the Supervisory Board in March 2023 Target and acquisition scale (straight‑line between the threshold and the maximum) Threshold (80%) Target (100%) |
Personnel costs – based on the Objective of “fixed personnel costs and freelance costs/revenue” in the annual budget validated by the Supervisory Board in March 2023 Performance objectives Objective +x'' bp Objective |
Personnel costs – based on the Objective of “fixed personnel costs and freelance costs/revenue” in the annual budget validated by the Supervisory Board in March 2023 Results Target Objective achieved and exceeded by 80 basis points |
Personnel costs – based on the Objective of “fixed personnel costs and freelance costs/revenue” in the annual budget validated by the Supervisory Board in March 2023 Achievement rate 100% |
Personnel costs – based on the Objective of “fixed personnel costs and freelance costs/revenue” in the annual budget validated by the Supervisory Board in March 2023 Amount of variable compensation to be paid €144,000 |
| Cash flflow and debt management – based on the Objective validated by the Supervisory Board in March 2023 | Cash flflow and debt management – based on the Objective validated by the Supervisory Board in March 2023 Weight not-included |
Cash flflow and debt management – based on the Objective validated by the Supervisory Board in March 2023 Target and acquisition scale (straight‑line between the threshold and the maximum) not-included |
Cash flflow and debt management – based on the Objective validated by the Supervisory Board in March 2023 Performance objectives not-included |
Cash flflow and debt management – based on the Objective validated by the Supervisory Board in March 2023 Results not-included |
Cash flflow and debt management – based on the Objective validated by the Supervisory Board in March 2023 Achievement rate not-included |
Cash flflow and debt management – based on the Objective validated by the Supervisory Board in March 2023 Amount of variable compensation to be paid not-included |
| Cash flow management | Cash flow management Weight 10% |
Cash flow management Target and acquisition scale (straight‑line between the threshold and the maximum) Threshold (80%) Target (100%) |
Cash flow management Performance objectives Objective -x''' bp Objective |
Cash flow management Results Target Objective exceeded by €95 million |
Cash flow management Achievement rate 100% |
Cash flow management Amount of variable compensation to be paid €72,000 |
| Debt Management | Debt Management Weight 10% |
Debt Management Target and acquisition scale (straight‑line between the threshold and the maximum) Threshold (80%) Target (100%) |
Debt Management Performance objectives Objective -x''' bp Objective |
Debt Management Results Objective not met |
Debt Management Achievement rate 0% |
Debt Management Amount of variable compensation to be paid -€ |
| Achievement of the G&A objectives – based on the Objective validated by the Supervisory Board in March 2023 | Achievement of the G&A objectives – based on the Objective validated by the Supervisory Board in March 2023 Weight 10% |
Achievement of the G&A objectives – based on the Objective validated by the Supervisory Board in March 2023 Target and acquisition scale (straight‑line between the threshold and the maximum) Threshold (80%) Target (100%) |
Achievement of the G&A objectives – based on the Objective validated by the Supervisory Board in March 2023 Performance objectives Objective -x'''' bp Objective |
Achievement of the G&A objectives – based on the Objective validated by the Supervisory Board in March 2023 Results Objective achieved |
Achievement of the G&A objectives – based on the Objective validated by the Supervisory Board in March 2023 Achievement rate 100% |
Achievement of the G&A objectives – based on the Objective validated by the Supervisory Board in March 2023 Amount of variable compensation to be paid €72,000 |
| CSR – the assessment of the progress of the CSR policy is carried out with regard to the following priorities: | CSR – the assessment of the progress of the CSR policy is carried out with regard to the following priorities: Weight not-included |
CSR – the assessment of the progress of the CSR policy is carried out with regard to the following priorities: Target and acquisition scale (straight‑line between the threshold and the maximum) not-included |
CSR – the assessment of the progress of the CSR policy is carried out with regard to the following priorities: Performance objectives not-included |
CSR – the assessment of the progress of the CSR policy is carried out with regard to the following priorities: Results not-included |
CSR – the assessment of the progress of the CSR policy is carried out with regard to the following priorities: Achievement rate not-included |
CSR – the assessment of the progress of the CSR policy is carried out with regard to the following priorities: Amount of variable compensation to be paid not-included |
| 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 | 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 5% |
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 Target and acquisition scale (straight‑line between the threshold and the maximum) Target (100%) |
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 Performance objectives ≈ 43% |
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 Results With a rate of 43% women in key management positions at the end of 2023, the target Objective was achieved. |
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 Achievement rate 100% |
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 Amount of variable compensation to be paid €36,000 |
| 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 | 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 5% |
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 Target and acquisition scale (straight‑line between the threshold and the maximum) Target (100%) |
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 Performance objectives ≈ 50% |
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 Results With an indicative checkpoint of 60% in 2023, the target Objective was achieved and exceeded. |
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 Achievement rate 100% |
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 Amount of variable compensation to be paid €36,000 |
| Total (fifinancial and non‑fifinancial criteria) | Total (fifinancial and non‑fifinancial criteria) Weight 100% |
Total (fifinancial and non‑fifinancial criteria) Target and acquisition scale (straight‑line between the threshold and the maximum) not-included |
Total (fifinancial and non‑fifinancial criteria) Performance objectives not-included |
Total (fifinancial and non‑fifinancial criteria) Results not-included |
Total (fifinancial and non‑fifinancial criteria) Achievement rate 96% |
Total (fifinancial and non‑fifinancial criteria) Amount of variable compensation to be paid €691,200 |
All objectives were achieved or exceeded with the exception of Debt Management. Subject to the approval of the General Shareholders’ Meeting, the Supervisory Board, on the proposal of the Compensation Committee, approved the payment of variable compensation of euro 691,200 in respect of 2023 (i.e. 96% of the target variable compensation of Mr. Michel‑Alain Proch), taking into account all the items detailed above.
