Sopra Steria - 2019 Universal registration document

3 CORPORATE GOVERNANCE

Standardised presentation of compensation paid to company officers

See (Table 6) below for details and comments relating to the granting of shares subject to conditions regarding continued employment and performance over a period of three financial years.

SUMMARISED STATEMENT OF THE COMPENSATION OF VINCENT PARIS, CHIEF EXECUTIVE OFFICER ❙ (TABLE 2 – AFEP-MEDEF CODE OF CORPORATE GOVERNANCE FOR LISTED COMPANIES, JANUARY 2020)

2018

2019

Amount awarded €500,000

Amount paid €500,000 €190,000

Amount awarded €500,000 €265,000

Amount paid €500,000

Fixed compensation

Annual variable compensation Exceptional compensation

- - -

- - -

- -

- -

Compensation allotted in respect of directorship (L. 225-45)

Benefits in kind

€10,848

€10,848

€10,816

€10,816

TOTAL

€510,848 €700,848 €775,816 €510,816

Relative proportions of fixed and variable compensation are 65% and 35% respectively.

CALCULATION OF ANNUAL VARIABLE COMPENSATION ❙

Achievement rate taking account of the threshold set

Amount awarded €120,000

Requirement

% of AVC (1)

Organic revenue growth of 4% to 6%

40%

100%

An improvement in the operating margin on business activity compared with 2018 (The specific target is not disclosed for confidentiality reasons and so as not to interfere with financial communications) Target aligned with the Group’s organisational and medium-term priorities (Exact details of the target are not disclosed for confidentiality reasons) Support provided to help meet corporate social responsibility targets, particularly regarding gender equality

40%

83%

€100,000

15%

67%

€30,000

5%

100%

€15,000

TOTAL

100%

€265,000

Performance criteria were applied as anticipated at the time they organised in the future and taking account of corporate were determined. Total compensation is in keeping with the responsibility requirements. The approach taken as regards corporate compensation policy and contributes to the company’s long-term responsibility must be seen from a relatively long-term perspective. performance insofar as it is the result of an incentive to drive The entire industry is faced with this challenge and progress requires profitable growth based on the added value provided by the Group’s a proactive approach. However, it was not deemed necessary to services. Qualitative targets incentivised the executive to take a apply other criteria relating to corporate responsibility, since the medium-term view by considering how the Group might be company already adopts a proactive stance in this area.

AVC: annual variable compensation. (1)

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SOPRA STERIA UNIVERSAL REGISTRATION DOCUMENT 2019

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