Universal Registration Document 2024

/ Results

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 for 2024	Amount of variable compensation to be paid in respect of her office (until May 29, 2024)
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 15%	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 (120%)	Organic growth of the Groupe’s revenue based on the Objective validated by the Supervisory Board in March 2024 Performance objectives Objective -x bp Objective Objective +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 120%	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 for 2024 €108,000	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 in respect of her office (until May 29, 2024) €44,086
Groupe Operating margin based on the Objective validated by the Supervisory Board in March 2024	Groupe Operating margin based on the Objective validated by the Supervisory Board in March 2024 Weight 15%	Groupe Operating margin 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 (120%)	Groupe Operating margin based on the Objective validated by the Supervisory Board in March 2024 Performance objectives Objective -x’ bp Objective Objective +y’ bp	Groupe Operating margin based on the Objective validated by the Supervisory Board in March 2024 Results With an operating margin of 18.04%, the maximum Objective was achieved	Groupe Operating margin based on the Objective validated by the Supervisory Board in March 2024 Achievement rate 120%	Groupe Operating margin based on the Objective validated by the Supervisory Board in March 2024 Amount of variable compensation to be paid for 2024 €108,000	Groupe Operating margin based on the Objective validated by the Supervisory Board in March 2024 Amount of variable compensation to be paid in respect of her office (until May 29, 2024) €44,086
Individual quantifiable financial and non-financial criteria
Audit - execution of the plan approved by the Audit Committee in November 2023: 50 audits planned (audit of entities; IT; works; in compliance with IFACI rules)	Audit - execution of the plan approved by the Audit Committee in November 2023: 50 audits planned (audit of entities; IT; works; in compliance with IFACI rules) Weight 20%	Audit - execution of the plan approved by the Audit Committee in November 2023: 50 audits planned (audit of entities; IT; works; in compliance with IFACI rules) Target and acquisition scale (straight-line between the threshold and the maximum) Threshold (80%) Target (100%)	Audit - execution of the plan approved by the Audit Committee in November 2023: 50 audits planned (audit of entities; IT; works; in compliance with IFACI rules) Performance objectives 40 50	Audit - execution of the plan approved by the Audit Committee in November 2023: 50 audits planned (audit of entities; IT; works; in compliance with IFACI rules) Results With 61 missions carried out in 2024, the Objective was achieved and exceeded.	Audit - execution of the plan approved by the Audit Committee in November 2023: 50 audits planned (audit of entities; IT; works; in compliance with IFACI rules) Achievement rate 100%	Audit - execution of the plan approved by the Audit Committee in November 2023: 50 audits planned (audit of entities; IT; works; in compliance with IFACI rules) Amount of variable compensation to be paid for 2024 €120,000	Audit - execution of the plan approved by the Audit Committee in November 2023: 50 audits planned (audit of entities; IT; works; in compliance with IFACI rules) Amount of variable compensation to be paid in respect of her office (until May 29, 2024) €48,984
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 2024	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 2024 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 2024 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 2024 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 2024 Results Target Objective achieved and exceeded by 10 bp	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 2024 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 2024 Amount of variable compensation to be paid for 2024 €120,000	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 2024 Amount of variable compensation to be paid in respect of her office (until May 29, 2024) €48,984
Legal
Number of people trained in Compliance	Number of people trained in Compliance Weight 5%	Number of people trained in Compliance Target and acquisition scale (straight-line between the threshold and the maximum) Threshold (80%) Target (100%)	Number of people trained in Compliance Performance objectives ≥ 80 % of the Objective Objective	Number of people trained in Compliance Results Objective broadly exceeded with 85% of employees trained in Compliance	Number of people trained in Compliance Achievement rate 100%	Number of people trained in Compliance Amount of variable compensation to be paid for 2024 €30,000	Number of people trained in Compliance Amount of variable compensation to be paid in respect of her office (until May 29, 2024) €12,246
Positive financial impact of the Legal Department on litigation (difference between amounts paid plus legal fees and amounts claimed)	Positive financial impact of the Legal Department on litigation (difference between amounts paid plus legal fees and amounts claimed) Weight 5%	Positive financial impact of the Legal Department on litigation (difference between amounts paid plus legal fees and amounts claimed) Target and acquisition scale (straight-line between the threshold and the maximum) Target (100%)	Positive financial impact of the Legal Department on litigation (difference between amounts paid plus legal fees and amounts claimed) Performance objectives Positive impact	Positive financial impact of the Legal Department on litigation (difference between amounts paid plus legal fees and amounts claimed) Results Objective broadly exceeded with a positive financial impact from litigation on the Legal Department (+€36 m)	Positive financial impact of the Legal Department on litigation (difference between amounts paid plus legal fees and amounts claimed) Achievement rate 100%	Positive financial impact of the Legal Department on litigation (difference between amounts paid plus legal fees and amounts claimed) Amount of variable compensation to be paid for 2024 €30,000	Positive financial impact of the Legal Department on litigation (difference between amounts paid plus legal fees and amounts claimed) Amount of variable compensation to be paid in respect of her office (until May 29, 2024) €12,246
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	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)	CSR – the assessment of the progress of the CSR policy is carried out with regard to the following priorities: Performance objectives	CSR – the assessment of the progress of the CSR policy is carried out with regard to the following priorities: Results	CSR – the assessment of the progress of the CSR policy is carried out with regard to the following priorities: Achievement rate	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 for 2024	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 in respect of her office (until May 29, 2024)
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	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%	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%)	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 %	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 Target Objective was achieved and exceeded⁽1).	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 100%	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 for 2024 €60,000	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 in respect of her office (until May 29, 2024) €24,492
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%)	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 %	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 Target Objective was achieved and exceeded⁽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 100%	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 for 2024 €60,000	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 compensation to be paid in respect of her office (until May 29, 2024) €24,492
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 106%	Total (financial and non-financial criteria) Amount of variable compensation to be paid for 2024 €636,000	Total (financial and non-financial criteria) Amount of variable compensation to be paid in respect of her office (until May 29, 2024) €259,616

Due to the legal risks and uncertainties in the United States regarding the integration of gender quotas in compensation policies, the Board considered that the effort should be focused outside the United States and the DE&I criterion was evaluated by excluding the United States from the most significant Executive Committees. On this basis, the percentage of women is 45.8%, broadly exceeding the target objective.
Taking into account difficulties in the United States where current laws do not allow consumers to choose their electricity supplier or access a more favourable energy mix, the 2025 objective for direct renewable energy sources is broadly achieved at 75%, broadly exceeding the target objective.

All objectives were achieved or exceeded. Subject to the approval of the General Shareholders’ Meeting, the Board of Directors, on the recommendation of the Compensation Committee, approved the payment of variable compensation in respect of her corporate office of euro 259,616 in respect of 2024 (i.e. 106% of the target variable compensation of Mrs. Anne-Gabrielle Heilbronner), given the items detailed above.

Universal Registration Document 2024

Glossary