Saint-Gobain // Universal Registration Document 2021

Corporate governance Compensation of the management and governing bodies

Compensation policy for the Chief executive officer subject to the approval of the General 2.2.4.2 Shareholders’ Meeting of June 2, 2022 (Say on Pay ex ante ) The table below details the Compensation policy for the Chief executive officer, subject to the approval of the General Shareholders’ Meeting of June 2, 2022 pursuant to Article L.22-10-8 II of the French Commercial Code, including the commitments made in his favor on matters such as compensation components and indemnities or benefits due or likely to be due in the event of termination of his duties. Compensation policy for the Chief executive officer subject to the approval of the Ordinary Shareholders’ Meeting (Article L.22-10-8 II of the French Commercial Code) Components of compensation attributable to the office of Chief executive officer Cap Description Fixed compensation - The fixed compensation of the Chief executive officer is commensurate with his experience and responsibilities as Chief executive officer and shall be compared with fixed compensation offered by similar large companies in terms of sales, workforce and international scope of operations.

In applying these principles, the Board of Directors decided, at its meeting of February 24, 2022, on the proposal of the Nomination and Remuneration Committee, to set this fixed compensation at €1,000,000 for 2022 (unchanged compared to 2021). The Nomination and Remuneration Committee noted again in 2022, with the assistance of an independent recruitment firm that this level is lower than the median of CAC 40 industrial companies which are similar to Saint-Gobain in terms of size: net sales, workforce and international scope of operations. The Board of Directors decided to maintain the annual variable compensations' cap of the Chief executive officer unchanged at 170% of the fixed portion of his compensation (as in 2021). The amount of the variable compensation for the 2022 fiscal year will be decided by the Board of Directors in 2023 based on the achievement of quantifiable and qualitative objectives that it established, respectively at 2/3 and 1/3 of the variable portion of his compensation (structure unchanged since the appointment of Mr. Benoit Bazin as Chief executive officer). As regards the quantifiable objectives, the Board decided to adopt the following four quantifiable objectives for the 2022 fiscal year, each counting for 25%, deemed relevant for assessing the operational and financial performance of the Saint-Gobain Group and its strategy (as in 2021): the rate of return on capital employed (ROCE), the operating income of theGroup, the recurring net income of the Group per share and the Free Cash Flow. Given the volatility of the environment in which the Group operates, which makes it difficult to forecast each indicator, the Board of Directors, after consulting the Nomination and Remuneration Committee, reserves the right to apply an "outperformance" mechanism that would make it possible to partially compensate for the non-achievement of objectives on certain criteria by an exceptional outperformance on others. In the event of overperformance on one or more of the four criteria beyond the maximum, it is possible to reach up to +20% of the bonus share relating to the outperforming criterion(s), in the event of achievement above the maximum and up to 120% of the maximum, with linearity between 0 and 120% (which leads, for example, to +10% of the bonus share relating to a criterion in the event of achievement of up to 110% of the maximum), it being specified that the sum of the four components may not exceed 113% (1()1) of the fixed portion. Thus, in the extreme case of outperformance of more than 20% of the maximum on three criteria and performance equal to zero on the fourth, the quantifiable portion of the annual variable will be equal to 102% of the fixed portion (which responds to the concern that the maximum of 113% of the fixed portion cannot be reached when one criterion is at zero). The Board also retained the following qualitative objectives, which were deemed relevant insofar as they reflect the implementation of strategic orientations for the 2022 fiscal year: Deployment of the Grow & Impact strategic plan in its 6 action priorities (1 - Position ■ ourselves in high-growth markets, 2 - Be solutions-oriented, combining performance and sustainability, 3 - Drive growth through customer innovation and the power of data, 4 - Embed corporate social responsibility in our decisions and actions, 5 - Strengthen our "tec" culture, 6 - Have the best teams in a diverse and inclusive work environment) Successful integration of Chryso and GCP and continued optimization of the Group's scope ■ (acquisitions and disposals) Implementation of the Corporate Social Responsibility policy (including safety, social, ■ environmental and compliance) In accordance with the law, the payment of the annual variable compensation will be conditioned to the approval of the 2023 Ordinary Shareholders’ Meeting. The Board of Directors does not intend to grant deferred variable compensation to the Chief executive officer in 2022. The Board of Directors does not intend to grant any multi-year variable compensation to the Chief executive officer in 2022.

Annual variable compensation

170% of the fixed compensation at maximum

5

Deferred variable compensation Multi-year variable compensation

None

None

(1) The quantifiable portion of the variable portion represents 2/3 of the variable portion, which may reach a maximum of 170% of the fixed portion, so that its maximum amount is 113.33% of the fixed portion.

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