Compensation policy 2017

Overarching principles

For the Board of Directors, the compensation policy is designed to ensure their independence in exercising their supervisory duties and foresees a fixed compensation only.

For the Executive Committee, the compensation policy is designed to attract, motivate, and retain talented individuals, along the following principles:

  • Fairness and transparency
  • Pay for performance and strategy implementation
  • Long-term orientation and alignment to shareholders’ interests
  • Market competitiveness

Compensation principles 2017

 

 

 

 

 

 

 

Fairness and transparency

 

Pay for performance and strategy implementation

 

Long-term orientation and alignment with shareholders’ interests

 

Market competitiveness

Compensation programs are straightforward, clearly structured and transparent. They ensure fair remuneration based on the responsibilities and competencies required to perform the function (internal equality).

 

A portion of compensation is directly linked to the company and individual performance (performance orientation).

 

Portions of compensation are delivered in form of performance shares, ensuring participation in the long-term success of the company and a strong alignment to the shareholders’ interests (long-term orientation).

 

Compensation levels are competitive and in line with relevant market practice (external equality).