| 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 | Amount of variable compensation to be paid in respect of the office of Chairman of the Management Board | Amount of variable compensation to be paid in respect of the term of office of Chair and Chief Executive Officer |
|---|---|---|---|---|---|---|---|---|
| Publicis Groupe financial performance criteria | ||||||||
| Organic growth of the Groupe’s revenue based on the Objective validated by the Supervisory Board in March 2024 | Organic growth of the Groupe’s revenue based on the Objective validated by the Supervisory Board in March 2024 Weight 40% |
Organic growth of the Groupe’s revenue based on the Objective validated by the Supervisory Board in March 2024 Target and acquisition scale(straight-line between the threshold and the maximum)Threshold (80%) Target (100%) Maximum (150%) |
Organic growth of the Groupe’s revenue based on the Objective validated by the Supervisory Board in March 2024 Performance objectives Objective -x bp ObjectiveObjective +y bp |
Organic growth of the Groupe’s revenue based on the Objective validated by the Supervisory Board in March 2024 Results With growth of +5.8%, the maximum Objective was exceeded. |
Organic growth of the Groupe’s revenue based on the Objective validated by the Supervisory Board in March 2024 Achievement rate 150% |
Organic growth of the Groupe’s revenue based on the Objective validated by the Supervisory Board in March 2024 Amount of variable compensation to be paid €1,404,000 |
Organic growth of the Groupe’s revenue based on the Objective validated by the Supervisory Board in March 2024 Amount of variable compensationto be paid in respect of the office of Chairman of the Management Board€573,113 |
Organic growth of the Groupe’s revenue based on the Objective validated by the Supervisory Board in March 2024 Amount of variable compensationto be paid in respect of the term of office of Chair and Chief Executive Officer €830,887 |
| Groupe Operating margin based on the Objective validated by the Supervisory Board in March 2024 | Groupe Operating marginbased on the Objective validated by the SupervisoryBoard in March 2024 Weight 40% |
Groupe Operating marginbased on the Objective validated by the SupervisoryBoard in March 2024 Target and acquisition scale(straight-line between the threshold and the maximum)Threshold (80%) Target (100%) Maximum (150%) |
Groupe Operating marginbased on the Objective validated by the SupervisoryBoard in March 2024 Performance objectives Objective -x’ bp Objective Objective +y’ bp |
Groupe Operating marginbased on the Objective validated by the SupervisoryBoard in March 2024 Results With an operating margin of 18.04%, the maximum Objective was achieved. |
Groupe Operating marginbased on the Objective validated by the SupervisoryBoard in March 2024 Achievement rate 150% |
Groupe Operating marginbased on the Objective validated by the SupervisoryBoard in March 2024 Amount of variable compensation to be paid €1,404,000 |
Groupe Operating marginbased on the Objective validated by the SupervisoryBoard in March 2024 Amount of variable compensationto be paid in respect of the office of Chairman of the Management Board€573,113 |
Groupe Operating marginbased on the Objective validated by the SupervisoryBoard in March 2024 Amount of variable compensationto be paid in respect of the term of office of Chair and Chief Executive Officer €830,887 |
| Quantifiable individual criteria | ||||||||
|
CSR – the assessment of the progress of the CSR policy is carried out with regard to the following priorities: Diversity, equity and inclusion: the trajectory aims for 45% women in the most important Executive Committees in 2025 with an indicative checkpoint of 44% at the end of 2024 |
CSR – the assessment of the progress of the CSR policy is carried out with regard to the following priorities: Diversity, equity and inclusion: the trajectory aims for 45% women in the most important Executive Committees in 2025 with an indicative checkpoint of 44% at the end of 2024 Weight 10% |
CSR – the assessment of the progress of the CSR policy is carried out with regard to the following priorities: Diversity, equity and inclusion: the trajectory aims for 45% women in the most important Executive Committees in 2025 with an indicative checkpoint of 44% at the end of 2024 Target and acquisition scale(straight-line between the threshold and the maximum)Target (100%) Maximum (150%) |
CSR – the assessment of the progress of the CSR policy is carried out with regard to the following priorities: Diversity, equity and inclusion: the trajectory aims for 45% women in the most important Executive Committees in 2025 with an indicative checkpoint of 44% at the end of 2024 Performance objectives ≈ 44% 2025 Objective |
CSR – the assessment of the progress of the CSR policy is carried out with regard to the following priorities: Diversity, equity and inclusion: the trajectory aims for 45% women in the most important Executive Committees in 2025 with an indicative checkpoint of 44% at the end of 2024 Results Maximum Objective achieved(1). |
CSR – the assessment of the progress of the CSR policy is carried out with regard to the following priorities: Diversity, equity and inclusion: the trajectory aims for 45% women in the most important Executive Committees in 2025 with an indicative checkpoint of 44% at the end of 2024 Achievement rate 150% |
CSR – the assessment of the progress of the CSR policy is carried out with regard to the following priorities: Diversity, equity and inclusion: the trajectory aims for 45% women in the most important Executive Committees in 2025 with an indicative checkpoint of 44% at the end of 2024 Amount of variable compensation to be paid €351,000 |
CSR – the assessment of the progress of the CSR policy is carried out with regard to the following priorities: Diversity, equity and inclusion: the trajectory aims for 45% women in the most important Executive Committees in 2025 with an indicative checkpoint of 44% at the end of 2024 Amount of variable compensationto be paid in respect of the office of Chairman of the Management Board€143,278 |
CSR – the assessment of the progress of the CSR policy is carried out with regard to the following priorities: Diversity, equity and inclusion: the trajectory aims for 45% women in the most important Executive Committees in 2025 with an indicative checkpoint of 44% at the end of 2024 Amount of variable compensationto be paid in respect of the term of office of Chair and Chief Executive Officer €207,722 |
|
Combating climate change: the trajectory aims for 100% of energy from direct renewable sources by 2030 with an indicative checkpoint of around 65% at the end of 2024 |
Combating climate change: the trajectory aims for 100% of energy from direct renewable sources by 2030 with an indicative checkpoint of around 65% at the end of 2024 Weight 10% |
Combating climate change: the trajectory aims for 100% of energy from direct renewable sources by 2030 with an indicative checkpoint of around 65% at the end of 2024 Target and acquisition scale(straight-line between the threshold and the maximum)Target (100%) Maximum (150%) |
Combating climate change: the trajectory aims for 100% of energy from direct renewable sources by 2030 with an indicative checkpoint of around 65% at the end of 2024 Performance objectives ≈ 65% 2025 Objective |
Combating climate change: the trajectory aims for 100% of energy from direct renewable sources by 2030 with an indicative checkpoint of around 65% at the end of 2024 Results Maximum Objective achieved(2). |
Combating climate change: the trajectory aims for 100% of energy from direct renewable sources by 2030 with an indicative checkpoint of around 65% at the end of 2024 Achievement rate 150% |
Combating climate change: the trajectory aims for 100% of energy from direct renewable sources by 2030 with an indicative checkpoint of around 65% at the end of 2024 Amount of variable compensation to be paid €351,000 |
Combating climate change: the trajectory aims for 100% of energy from direct renewable sources by 2030 with an indicative checkpoint of around 65% at the end of 2024 Amount of variable compensationto be paid in respect of the office of Chairman of the Management Board€143,278 |
Combating climate change: the trajectory aims for 100% of energy from direct renewable sources by 2030 with an indicative checkpoint of around 65% at the end of 2024 Amount of variable compensationto be paid in respect of the term of office of Chair and Chief Executive Officer €207,722 |
| Total (financial and non-financial criteria) | Total (financial and non-financial criteria) Weight 100% |
Total (financial and non-financial criteria)Target and acquisition scale (straight-line between the threshold and the maximum)
|
Total (financial and non-financial criteria) Performance objectives
|
Total (financial and non-financial criteria) Results
|
Total (financial and non-financial criteria) Achievement rate 150% |
Total (financial and non-financial criteria) Amount of variable compensation to be paid €3,510,000 |
Total (financial and non-financial criteria)Amount of variable compensation to be paid in respect of the office of Chairman of the Management Board€1,432,782 |
Total (financial and non-financial criteria)Amount of variable compensation to be paid in respect of the term of office of Chair and Chief Executive Officer €2,077,218 |
Subject to approval by the General Shareholders’ Meeting, the Board of Directors, on the proposal of the Compensation Committee, approved the payment of variable compensation of euro 3,510,000 for 2024 (i.e. 150% of the target variable compensation of Mr. Arthur Sadoun), in view of the items detailed above and which is amply justified in view of the exceptional quality of Mr. Arthur Sadoun’s work and the results obtained in 2024 which reflect the exceptional over performance of Publicis Groupe compared to its competitors.
