Universal Registration Document 2024

/ Results

Criteria	Weight	Target and acquisition scale (straight-line between the threshold and the maximum)	Performance objectives	Results	Achieve-mentrate	Amount of variable compensation to be paid for 2024	Amount of variable compensation to be paid for the period from February 8 to May 29, 2024
Publicis Groupe financial performance and stock market 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 20%	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 (133.33%)	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 Achieve-mentrate 133.33%	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 €280,000	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 for the period from February 8 to May 29, 2024 €85,148
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 (133.33%)	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 Achieve-mentrate 133.33%	Groupe Operating margin based on the Objective validated by the Supervisory Board in March 2024 Amount of variable compensation to be paid for 2024 €210,000	Groupe Operating margin based on the Objective validated by the Supervisory Board in March 2024 Amount of variable compensation to be paid for the period from February 8 to May 29, 2024 €63,861
TSR (Total Shareholder Return)	TSR (Total Shareholder Return) Weight 10%	TSR (Total Shareholder Return) Target and acquisition scale (straight-line between the threshold and the maximum) Target (100%) Maximum (133.33%)	TSR (Total Shareholder Return) Performance objectives Objective Objective + ≥ the top quartile of the CAC 40	TSR (Total Shareholder Return) Results With a TSR of 24%, the maximum Objective was exceeded.	TSR (Total Shareholder Return) Achieve-mentrate 133.33%	TSR (Total Shareholder Return) Amount of variable compensation to be paid for 2024 €140,000	TSR (Total Shareholder Return) Amount of variable compensation to be paid for the period from February 8 to May 29, 2024 €42,574
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 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%) Maximum (133.33%)	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 Objective +y’’ 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 Results Maximum Objective was achieved	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 Achieve-mentrate 133.3%	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 €280,000	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 for the period from February 8 to May 29, 2024 €85,148
Cash flow and debt management – based on the Objective validated by the Supervisory Board in March 2024 Cash flow management	Cash flow and debt management – based on the Objective validated by the Supervisory Board in March 2024 Cash flow management Weight 10%	Cash flow and debt management – based on the Objective validated by the Supervisory Board in March 2024 Cash flow management Target and acquisition scale (straight-line between the threshold and the maximum) Threshold (80%) Target (100%) Maximum (133.33%)	Cash flow and debt management – based on the Objective validated by the Supervisory Board in March 2024 Cash flow management Performance objectives Objective -x’’’ €M Objective Objective +y’’’ €M	Cash flow and debt management – based on the Objective validated by the Supervisory Board in March 2024 Cash flow management Results Maximum Objective partially achieved at 38%	Cash flow and debt management – based on the Objective validated by the Supervisory Board in March 2024 Cash flow management Achieve-mentrate 112.7%	Cash flow and debt management – based on the Objective validated by the Supervisory Board in March 2024 Cash flow management Amount of variable compensation to be paid for 2024 €118,300	Cash flow and debt management – based on the Objective validated by the Supervisory Board in March 2024 Cash flow management Amount of variable compensation to be paid for the period from February 8 to May 29, 2024 €35,975
Debt management	Debt management Weight 5%	Debt management Target and acquisition scale (straight-line between the threshold and the maximum) Threshold (80%) Target (100%) Maximum (133.33%)	Debt management Performance objectives Objective -x’’’’ €M Objective Objective +y’’’’ €M	Debt management Results Objective not achieved	Debt management Achieve-mentrate 0%	Debt management Amount of variable compensation to be paid for 2024 €0	Debt management Amount of variable compensation to be paid for the period from February 8 to May 29, 2024 €0
Achievement of the G&A objectives – based on the Objective validated by the Supervisory Board in March 2024	Achievement of the G&A objectives – based on the Objective validated by the Supervisory Board in March 2024 Weight 10%	Achievement of the G&A objectives – 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 (133.33%)	Achievement of the G&A objectives – based on the Objective validated by the Supervisory Board in March 2024 Performance objectives Objective -x’’’’ bp Objective Objective +y’’’’ bp	Achievement of the G&A objectives – based on the Objective validated by the Supervisory Board in March 2024 Results Threshold Objective achieved	Achievement of the G&A objectives – based on the Objective validated by the Supervisory Board in March 2024 Achieve-mentrate 80%	Achievement of the G&A objectives – based on the Objective validated by the Supervisory Board in March 2024 Amount of variable compensation to be paid for 2024 €84,000	Achievement of the G&A objectives – based on the Objective validated by the Supervisory Board in March 2024 Amount of variable compensation to be paid for the period from February 8 to May 29, 2024 €25,544
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 5%	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 (133.33%)	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 Achieve-mentrate 133.33%	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 for 2024 €70,000	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 compensation to be paid for the period from February 8 to May 29, 2024 €21,287
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 5%	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 (133.33%)	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 Achieve-mentrate 133.33%	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 €70,000	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 for the period from February 8 to May 29, 2024 €21,287
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) Achieve-mentrate 119%	Total (financial and non-financial criteria) Amount of variable compensation to be paid for 2024 €1,252,300	Total (financial and non-financial criteria) Amount of variable compensation to be paid for the period from February 8 to May 29, 2024 €380,824

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%, exceeding the maximum 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 favorable energy mix, the 2025 objective for direct renewable energy sources is broadly achieved at 75% (maximum).

The majority of the objectives were achieved or exceeded. Subject to the approval of the General Shareholders’ Meeting, the Board of Directors, on the proposal of the Compensation Committee, approved the payment of variable compensation in respect of his corporate office of euro 380,824 in respect of 2024 (i.e. 119% of the target variable compensation of Mr. Loris Nold), taking into account all the items detailed above.

Universal Registration Document 2024

Glossary

/ Results