| 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 |
|---|---|---|---|---|---|---|
|
Publicis Groupe financial performance criteria |
Publicis Groupe financial performance criteria Weight
|
Publicis Groupe financial performance criteria Target and acquisitionscale (straight-line between the threshold and the maximum)
|
Publicis Groupe financial performance criteria Performance objectives
|
Publicis Groupe financial performance criteria Results
|
Publicis Groupe financial performance criteria Achievement rate
|
Publicis Groupe financial performance criteria Amount of variable compensation to be paid
|
|
Organic growth of the Groupe’s revenue based on the Objective validated by the Board of Directors in March 2025 |
Organic growth of the Groupe’s revenue based on the Objective validated by the Board of Directors in March 2025 Weight 40% |
Organic growth of the Groupe’s revenue based on the Objective validated by the Board of Directors in March 2025 Target and acquisitionscale (straight-line between the threshold and the maximum) Threshold (80%) Target (100%) Maximum (162.5%) |
Organic growth of the Groupe’s revenue based on the Objective validated by the Board of Directors in March 2025 Performance objectives Objective -x bp Objective Objective +y bp |
Organic growth of the Groupe’s revenue based on the Objective validated by the Board of Directors in March 2025 Results With growth of +5.6%, the maximum Objective is exceeded. |
Organic growth of the Groupe’s revenue based on the Objective validated by the Board of Directors in March 2025 Achievement rate 162.5% |
Organic growth of the Groupe’s revenue based on the Objective validated by the Board of Directors in March 2025 Amount of variable compensation to be paid €1,521,000 |
|
Groupe operating margin based on the Objective validated by the Board of Directors in March 2025 |
Groupe operating margin based on the Objective validated by the Board of Directors in March 2025 Weight 40% |
Groupe operating margin based on the Objective validated by the Board of Directors in March 2025 Target and acquisitionscale (straight-line between the threshold and the maximum) Threshold (80%) Target (100%) Maximum (162.5%) |
Groupe operating margin based on the Objective validated by the Board of Directors in March 2025 Performance objectives Objective -x’ bp Objective Objective +y’ bp |
Groupe operating margin based on the Objective validated by the Board of Directors in March 2025 Results With an operating margin of 18.2%, the maximum Objective is exceeded. |
Groupe operating margin based on the Objective validated by the Board of Directors in March 2025 Achievement rate 162.5% |
Groupe operating margin based on the Objective validated by the Board of Directors in March 2025 Amount of variable compensation to be paid €1,521,000 |
|
Quantifiable individual criteria |
Quantifiable individual criteria Weight
|
Quantifiable individual criteria Target and acquisitionscale (straight-line between the threshold and the maximum)
|
Quantifiable individual criteria Performance objectives
|
Quantifiable individual criteria Results
|
Quantifiable individual criteria Achievement rate
|
Quantifiable individual criteria Amount of variable compensation to be paid
|
|
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 acquisitionscale (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
|
|
Impact & equity: 46% women in the most important Executive Committees, excluding the United States, at the end of 2025 |
Impact & equity: 46% women in the most important Executive Committees, excluding the United States, at the end of 2025 Weight 10% |
Impact & equity: 46% women in the most important Executive Committees, excluding the United States, at the end of 2025 Target and acquisitionscale (straight-line between the threshold and the maximum) Target (100%) |
Impact & equity: 46% women in the most important Executive Committees, excluding the United States, at the end of 2025 Performance objectives ≈ 46% |
Impact & equity: 46% women in the most important Executive Committees, excluding the United States, at the end of 2025 Results With a rate of 46.5% of women on the most important Executive Committees at the end of 2025, excluding the United States, the Objective is achieved and exceeded. |
Impact & equity: 46% women in the most important Executive Committees, excluding the United States, at the end of 2025 Achievement rate 100% |
Impact & equity: 46% women in the most important Executive Committees, excluding the United States, at the end of 2025 Amount of variable compensation to be paid €234,000 |
|
Combating climate change: the trajectory aims for 100% of renewable energy from direct sources by 2030 with an indicative checkpoint beyond 75% at the end of 2025 |
Combating climate change: the trajectory aims for 100% of renewable energy from direct sources by 2030 with an indicative checkpoint beyond 75% at the end of 2025 Weight 10% |
Combating climate change: the trajectory aims for 100% of renewable energy from direct sources by 2030 with an indicative checkpoint beyond 75% at the end of 2025 Target and acquisitionscale (straight-line between the threshold and the maximum) Target (100%) |
Combating climate change: the trajectory aims for 100% of renewable energy from direct sources by 2030 with an indicative checkpoint beyond 75% at the end of 2025 Performance objectives ≈ 75% |
Combating climate change: the trajectory aims for 100% of renewable energy from direct sources by 2030 with an indicative checkpoint beyond 75% at the end of 2025 Results With an indicative checkpoint of 79.7% in 2025, the Objective is achieved and exceeded. |
Combating climate change: the trajectory aims for 100% of renewable energy from direct sources by 2030 with an indicative checkpoint beyond 75% at the end of 2025 Achievement rate 100% |
Combating climate change: the trajectory aims for 100% of renewable energy from direct sources by 2030 with an indicative checkpoint beyond 75% at the end of 2025 Amount of variable compensation to be paid €234,000 |
|
Total (financial and non-financial criteria) |
Total (financial and non-financial criteria) Weight 100% |
Total (financial and non-financial criteria) Target and acquisitionscale (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 |
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 2025 (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 2025, which reflect the exceptional overperformance of Publicis Groupe compared to its competitors.
The aggregates are presented in Section 3.2.5.3 “Compensation ratios”.
