OUR ENVIRONMENTAL, SOCIAL, AND SOCIETAL RESPONSIBILITY
Our social responsibility [NFPS]
NUMBER OF TRAINING HOURS (PER THEME) – BIC GROUP -2020 – PERMANENTWORKFORCE
Business Skills for Tomorrow
Health and well- being training
Due to our Invent the Future initiative, the training categories have modified to align with the necessary skills and competencies needed for the future leaders and teammembers.
Mobility and succession plans The “Open Positions Review” sessions facilitated by the Group and for the business. Open positions are shared globally in an effort Talent Development Team are designed to facilitate the mobility to make optimal use of the available talents. In addition to the Open process. During these meetings, open positions are discussed along Positions Review discussions, BIC conducts a formal detailed with role requirements and potential matches suggested in an effort review of high potential team members and potential succession to to offer team members the best options for their own development key positions.
INTERNAL DEVELOPMENT: PROMOTIONS – BIC GROUP
The new scope for this indicator is total promotions within a calendar year for the entire population. Promotion is someone who changed levels to a superior level. In 2020, there were 270 promotions.
The BIC Group has two types of short-term variable remuneration: periodic (monthly or quarterly) variable remuneration for the ● sales teams, based on quantitative criteria concerning the effectiveness of their commercial performance; annual variable remuneration for the Group’s non-sales ● managers, based on the achievement of collective financial performances goals defined by territory (commercial management excluding the operational sales force) or Group-wide (manufacturing, marketing, support functions, etc.), combined with the degree of success in implementing more individualized action plans. This policy applies to all BIC managers across the Board, up to and including the CEO. Variable remuneration represents a target percentage of fixed remuneration that can vary by 5% for the most junior positions to more than 50% for certain members of the Executive Committee. In addition, since the mid-2000s it has been Group policy to incentivize its most experienced and most deserving team members by basing their long-term compensation on shares in the Company (stock options, performance share plan, granted shares). As a result, some 750 employees benefited from the performance share plan in 2020. An analysis of the external competitiveness of BIC managers’ base salaries is conducted on a periodic basis. This competitiveness analysis conducted at end-2019 shows that, on average, BIC managers’ base salaries are positioned at their local market median (average compa-ratio between market data and the target total cash compensation of level 1 to 5 managers). The difference in pay between team members reflects responsibilities, experience, performance, potential and considers the characteristics of local markets.
THE REMUNERATION SYSTEM
BIC seeks to develop a fair and motivating remuneration system that can make the Group both competitive and appealing to current and potential teammembers. BIC Group’s remuneration policy is determined every year by the Human Resources Department in agreement with the Executive Committee. It is based on three principles: pay for individual and/or collective performance; ● internal equity; ● external competitiveness. ● The acknowledgement of the performance of the individuals and the teams is an essential element in BIC Group’s remuneration policy. Thus, for managers, salary increases reflect individual merit (except in certain countries where legal obligations require general increases). For non-managers, BIC guarantees an appropriate remuneration and respects minimum salaries determined by local laws and which is inspired by local and international companies locally. Human Resources teams worldwide are responsible for implementing BIC Group’s remuneration policy and for ensuring that it is adhered to.
• BIC GROUP - 2020 UNIVERSAL REGISTRATION DOCUMENT •