Sopra Steria - 2020 Convening Notice
2 SOPRA STERIA GROUP PRESENTATION’S IN 2019
Standardised presentation of compensation paid to company officers
RECORD OF SHARE SUBSCRIPTION OR PURCHASE OPTIONS GRANTED – INFORMATION ON SHARE SUBSCRIPTION ❙ OR PURCHASE OPTIONS (TABLE 8 – AFEP-MEDEF CODE OF CORPORATE GOVERNANCE FOR LISTED COMPANIES, JANUARY 2020) None.
OVERVIEW OF PERFORMANCE SHARE GRANTS – INFORMATION ON PERFORMANCE SHARES ❙ (TABLE 9 – AFEP-MEDEF CODE OF CORPORATE GOVERNANCE FOR LISTED COMPANIES, JANUARY 2020) See Chapter 5, Section 5.4 (pages 176 and 178 of Sopra Steria's 2019 Universal Registration Document).
SUMMARY STATEMENT OF THE MULTI-YEAR VARIABLE COMPENSATION OF EACH EXECUTIVE COMPANY OFFICER ❙ (TABLE 10 – AFEP-MEDEF CODE OF CORPORATE GOVERNANCE FOR LISTED COMPANIES, JANUARY 2020) None.
FAIRNESS RATIO TABLE ❙
Compensation paid to the Chairman
548,212 537,022 43,186
530,341 663,777 44,729
529,077 814,958 45,532
531,818 646,847 46,741
Compensation paid to the Chief Executive Officer
Average annual compensation Ratio Chairman compensation/Average compensation
Ratio Chief Executive Officer compensation/Average compensation
Median annual compensation
Ratio Chairman compensation/Median compensation Ratio Chief Executive Officer compensation/Median compensation
Level of quantifiable targets set by Executive Management achieved by the company (targets/annual variable compensation) Published economic performance (annual results press release) Consolidated operating margin Organic consolidated revenue growth
Free cash flow
€49.3m €150.6m €111.4m €173.1m €229.3m
Sections 2.1.3 “Diversity and equal opportunity” and 4.4 “Targets and achievements” concerning actions to protect the environment in Chapter 4, “Corporate responsibility” of this Universal Registration Document on the Group’s performance in terms of corporate responsibility. This performance is also taken into account in compensation paid to the Chief Executive Officer by means of certain qualitative targets set. Comments: Compensation paid to the Chairman corresponds to the amounts owed as shown in the Afep-Medef tables. Compensation paid to the Chief Executive Officer corresponds to the amounts owed as shown in the AFEP-MEDEF tables. However, performance shares effectively delivered or deliverable subject to being with the company at the end of the vesting period are redistributed over each of the years covered by the plan depending on achievement of the performance conditions set. They are measured at fair value at the time of allocation Average and median annual compensation paid to employees has been calculated on the basis of a population representing on
average 88% of employees in France over the period (temporary exclusions from the scope are due to technical difficulties in processing data over all of the five years but calculations made in 2019 show that the result is not changed beyond the first decimal point). Compensation taken into account includes fixed compensation, variable compensation, bonuses of any kind, performance share plans (measured at fair value), matching employer contribution shares within the framework of employee share ownership plans, incentives. The percentage of quantifiable targets achieved by the Chief Executive Officer concerns targets associated with economic performance (operating profit on business activity and organic growth). This is calculated relative to the target value bestowing the right to 100% of variable compensation for the target achieved without taking account of the trigger thresholds used to calculate variable compensation. Other data representative of performance are published data prepared in accordance with applicable standards at the time of publication.
SOPRA STERIA NOTICE OF MEETING 2020
Made with FlippingBook Publishing Software