PSA - 2019 Universal Registration Document

DECLARATION ON EXTRA-FINANCIAL PERFORMANCE Human resources: driving Groupe PSA transformation

 DPEF.11 

AVERAGEHOURSOF TRAININGPEREMPLOYEEBY SOCIO-PROFESSIONALCATEGORYANDGENDER

(for the year)– Number of training hours based on present employees*on fixed-termcontractsandpermanentcontracts

Operators and Administrative Employees

Technicians and Supervisors

Total (all categories combined)

Managers

Women Men Total

Women Men Total

Women Men Total

Women Men Total

Automotive division Faurecia Other Activities AVERAGE

16.8 19.0 18.7 16.6 18.3 19.5

19.8 19.0 19.2 20.6 21.7 21.3

26.6 21.7 22.6 20.0 19.5 19.6

28.8 24.7 25.7

19.2 20.5 20.1

1.7 2.7 2.2 16.6 18.7 18.2

18.6 2.8 11.4 20.1 19.8 19.9

21.0 16.5 18.5 29.2 25.1 26.0

19.3 14.9 17.0 19.5 19.9 19.8

Employees present (excluding reclassification leave and job retention leave for seniors). *

3,967,000 hoursof trainingwere deliveredthroughoutthe Group,representingan investmentof €121 million.Each employeereceivedan averageof 19.8 hours of trainingin 2019.

COMPENSATION POLICY 2.4.3.3. Groupe PSAcompensationpolicyaims to be coherent,competitive and fair in relation to the reference markets of the different countriesin whichit operates. Thegoalis to designa comprehensive rewardpolicybasedon three main rules: respect for the interests of employees and social dialogue, respect for fair treatment of employees allowing equivalentremuneration for comparableresponsibilitiesand respect for sustainablecollectiveperformanceconsistentwith goodmarket practices. Variable compensation DPEF.3  Collective variable compensation is a component of the comprehensive compensation offered by Groupe PSA to its employees. The variable compensation schemes target all categories of employees and aim to compensate collective performance and engage employees in value creation for the Company. These collectivecompensationschemesmay be specificto certain countries, as is the case in France with non-discretionaryand discretionaryprofit-sharing,and in Brazil with the Programa de Participaçãonos Resultados . In the other countries,the Group has instituteda CollectiveLocal PerformanceIncentive(CLPI) scheme. The CLPI, which is deployedon the basis of the Group’seconomic performance, is distributed among the countries involved on a shared basis and is paid out accordingto terms defined by each country based on collective economic performanceachievement criteria. The CLPI is progressivelybeing implementedin countries withno profit-sharing scheme. In addition to this fixed and variable compensation,there is an individual bonus scheme. The Group’s determinationto reward merit was expressedthroughthe expansionof the bonusschemes. In 2019, 21,514 Group employees were eligible to receivebonuses.

Groupe PSAoffers a long-termincentivefor limited top managers and key talents. Based on long-term Company ambitious performancecriteria, LTI schemes aims to attract and retain key people. Employeesavings schemes Employeesavingschemesenableemployeesin severalcountriesto investin the Group’ssharesor otherdiversifiedinstruments(shares, bonds, monetary)with a varied yield/riskratio dependingon the instrument. At the end of December 2019, employee savings schemesrepresented €600.1 million. Health andwelfare insurance Employee benefits in the various host countries supplementthe Group’scompensationpolicyin an “overallcompensation” approach designed to meet the challenges of offering competitive and motivatingcompensationwhile controllingcosts and meeting the Group’s social responsibility commitments. As such, the Group guaranteesthat it insuresall its employeesworldwideagainstmajor risks, offeringlife insurancein all countrieswhere Group insurance can be set up. Wage costs DPEF.3  In 2019, total wages paid came to €10,140 million,while related payroll taxes amounted to €1,981 million.

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GROUPE PSA - 2019 UNIVERSAL REGISTRATION DOCUMENT