Annual variable compensation to be paid in 2025 for the 2024 financial year
The variable compensation of Mr. Loris Nold, of a target amount representing up to 150% of his fixed compensation and a maximum amount not exceeding 133,33% of his target variable compensation, is based on:
- three financial and Stock Exchange related criteria for 45% of the variable part:
- organic growth of the Groupe’s revenue based on the Objective validated by the Supervisory Board in March 2024 for 20%,
- Groupe operating margin based on the Objective validated by the Supervisory Board in March 2024 for 15%,
- TSR (Total Shareholder Return) for 10%.
The variable compensation in respect of these criteria may only be paid if the Objective is achieved. If the growth and margin objective is exceeded, and in order to encourage overperformance, the annual variable compensation in respect of these criteria may be increased, with a ceiling of one-third on each of these criteria;
- four quantifiable individual financial and non-financial criteria, for 55% of the variable part:
- personnel costs (20%) – based on the Objective of “fixed personnel costs and freelance costs/revenue” in the annual budget validated by the Supervisory Board in March 2024,
- cash flow and debt management (15%) – based on the Objective validated by the Supervisory Board in March 2024,
- achievement of the G&A objectives (10%) – based on the Objective validated by the Supervisory Board in March 2023,
- two CSR criteria for 10%. The assessment of the progress of the CSR policy is made regarding 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,
- 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.
The variable compensation in respect of these criteria may only be paid if the Objective is achieved. If the growth and margin objective is exceeded, and in order to encourage overperformance, the annual variable compensation in respect of these criteria may be increased, with a ceiling of one-third on each of these criteria.
