AFD // 2021 Universal Registration Document

CORPORATE GOVERNANCE 3 Remuneration policy and practices

P the portion of the remuneration relating to their services performed in French Overseas Departments and Collectivities and/or abroad is calculated on the basis of one twelfth of the annual salary allocated to an employee ranked on the same salary point in the last posting in French Overseas Departments and Collectivities and/or abroad. The amount of the dismissal remuneration may not be less than three times the average monthly salary, or more than 18 ɸ times this salary. Only full months of service are taken into account to determine the dismissal remuneration. 2° Dismissal on the grounds of professional incompetence: Remuneration for dismissal paid to an employee at the end of the notice period is set by the Chief Executive Officer. However, this remuneration may not be less than half of that provided in the event of dismissal for economic reasons. 3° Dismissal as disciplinary action: The amount of remuneration potentially awarded to an employee is determined by the Chief Executive Officer when giving notice of the penalty in accordance with legal provisions. Only serious or gross misconduct results in no remuneration for dismissal. 4° Dismissal on the grounds of medical un fi tness: Remuneration for dismissal paid to an employee pursuant to the procedure set forth in Article ɸ 25 of the Staff Regulations is equal to half the remuneration payable in the event of dismissal for economic reasons and, as a minimum, equal to the legal remuneration provided by the French Labour Code in this event. 3.2.3 Information about remuneration for executive o ffi cers and individuals whose professional activities have a signi fi cant impact on the company’s risk pro fi le As previously stated, the remuneration principles and changes described above are applicable to all AFD employees, including

the Executive Committee and “individuals whose activities have a significant impact on the company’s risk profile”. At AFD, executive officers and individuals whose professional activities have a significant impact on the company’s risk profile belong to the following categories: P the Executive Committee (including Proparco’s Chief Executive Officer); P the Management Committee, notably including: P deputies to the Executive Directors and to the General Secretary, P departmental Directors, P the Communications Department and French Global Environment Facility (FFEM) managers and the Director of the Office to the Chief Executive Officer (who are also members of the Management Committee CODIR), P managers of the Board and Second Opinion secretariats, P the Deputy Heads of the DCO (Compliance), ROC (Permanent Control) and IGE (General Inspection) Departments, P managers of the CLI (Climate) and CCC (Crises and Conflicts) Divisions, and the manager of the CLS (Social links) unit; P and employee representatives on the Board of Directors. The total amount of remuneration of any kind paid during the 2021 financial year to all people falling within these categories (71 ɸ positions and 85 ɸ employees) amounted to €7,949,070. Furthermore, the total remuneration paid to executive officers (Chief Executive Officer and Chief Operating Officers), the Risks Executive Officer, the Head of Compliance and the Head of Permanent Control amounted to €861,004 in respect of 2021 (for the incumbent individuals as at 31 ɸ December). These amounts are the total remuneration amounts of any kind paid during the 2021 financial year to all individuals within these categories.

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2021 UNIVERSAL REGISTRATION DOCUMENT