BIC - 2018 Registration document
BIC WAY
COMPENSATION POLICY: TRANSPARENT AND EXEMPLARY
In addition to the AFEP-MEDEF Code to which the Group refers, the compensation policy for members of the Board of Directors is centered around four principles identical to those applicable for all Group employees: internal equality; the recognition of individual and collective performance (linked to the achievement of key targets that contribute to the business success); competitiveness; and clear communication in relation to compensation policies.
COMPENSATION POLICY GENERAL PRINCIPLES
International Benchmark
Internal equity
Analysis of the performance of individuals and of the Company as a whole
METHOD OF DETERMINING
PRINCIPLES
Pay for performance
Taking into account the Group’s policies and priorities
Competitiveness
ALLOCATION OF THE VARIABLE AND EXCEPIONAL PAY ELEMENTS
Analysis of the total reward (including pension)
Communication
Requires a positive ex post vote from the shareholder’s meeting
COMPENSATION POLICY PARTICULAR PRINCIPLES GOVERNING COMPENSATION
Determined by the Board of Directors.
ANNUAL FIXED COMPENSATION
Reflects the responsabilities of the Executive Corporate Officer, his/her experience and his/her skills.
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Supplementary pension plan and benefits in kind
Short Term
Calculated based on 5 collective Group criteria and some individual criteria, including a CSR objective for the Chief Executive Officer, all determined by the Compensation Committee.
ANNUAL VARIABLE COMPENSATION
Board decision based on recommendation from Compensation Committee.
Long Term
PERFORMANCE SHARES
Performance calculated based on 2 criteria.
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• BIC GROUP - 2018 REGISTRATION DOCUMENT •
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