2021 Universal Registration Document
3 CORPORATE GOVERNANCE
Standardised presentation of compensation paid to company officers
PAY RATIO TABLE 3.2.3.
2017
2018
2019
2020
2021
Chairman’s compensation
529,077 814,958
531,818
535,880
533,644 692,946
532,892 947,335
Chief Executive Officer’s compensation
646,847 1,004,548
Extended scope (Sopra Steria Group, Sopra Banking, I2S and Beamap) Average annual compensation Pay ratio: Chairman’s compensation/ Average compensation Pay ratio: Chief Executive Officer’s compensation/ Average compensation
2017
2018
2019
2020
2021
47,964
48,314
49,833
50,388
50,287
11
11
11
11
11
17
13
20
14
19
Median annual compensation Pay ratio: Chairman’s compensation/ Median compensation
41,179
40,873
42,595
42,611
43,285
13
13
13
13
12
Pay ratio: Chief Executive Officer’s compensation/ Median compensation
20
16
24
16
22
Sopra Steria Group SA
2017
2018
2019
2020
2021
Average annual compensation Pay ratio: Chairman’s compensation/ Average compensation
47,353
47,642
49,063
49,719
49,477
11
11
11
11
11
Pay ratio: Chief Executive Officer’s compensation/ Average compensation
17
14
20
14
19
Median annual compensation Pay ratio: Chairman’s compensation/ Median compensation
40,550
40,357
42,017
42,072
42,622
13
13
13
13
13
Pay ratio: Chief Executive Officer’s compensation/ Median compensation
20
16
24
16
22
Performance
2017
2018
2019
2020
2021
Level of quantifiable targets achieved by the CEO Consolidated operating margin Organic consolidated revenue growth
100% 8.6%
85% 7.5% 4.9%
104% 8.0%
47% 7.0% -4.8%
109% 8.1%
3.5%
6.5%
6.4%
Free cash flow
111.4m 173.1m 229.3m 203.5m 266.4m
Note: The Chief Executive Officer’s variable compensation is linked not only to the Group’s financial performance, but also to its non-financial performance. Sections 2.7.1, “Gender equality policy” and Section 3.4, "Optimising resource consumption and reducing greenhouse gas emissions" concerning actions to protect the environment, in Chapter 4, “Corporate responsibility” of this Universal Registration Document (on pages 114 to 115 and 125 to 127, respectively), report on the Group’s performance in terms of corporate social responsibility. This performance is also reflected in the compensation paid to the Chief Executive Officer through one or more qualitative targets. Comments on methodology: The Chairman’s compensation corresponds to the amounts owed as shown in the AFEP-MEDEF tables. The Chief Executive Officer’s compensation corresponds to the amounts owed as shown in the AFEP-MEDEF tables. However, performance shares effectively delivered or deliverable subject to being with the Company at the end of the vesting period are
redistributed over each of the financial years covered by the plan depending on the extent to which the applicable performance conditions are met. They are measured at fair value at the grant date. Average and median annual compensation paid to employees has been calculated on the basis of a population representing on average 86% of employees in France over the period. Temporary exclusions from the scope are due to technical difficulties in processing data over all of the past five financial years. However, calculations made in 2019 showed that the result did not changed beyond the first decimal point. Since the ratios were last published, changes have been made to the method used to determine their denominator. These changes have not resulted in any significant change in the ratios. For employees, compensation taken into account includes fixed and variable compensation and bonuses of any kind paid in the financial year as well as incentives and profit-sharing. For methodological reasons, it no longer includes performance share plans or matching employer contribution shares in connection with employee share ownership plans.
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SOPRA STERIA UNIVERSAL REGISTRATION DOCUMENT 2021
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