Sopra Steria - 2020 Universal registration document
3 CORPORATE GOVERNANCE
Standardised presentation of compensation paid to company officers
OVERVIEW OF COMPENSATION, OPTIONS AND SHARES GRANTED TO VINCENT PARIS, CHIEF EXECUTIVE OFFICER ❙ (TABLE 1 – AFEP-MEDEF CODE OF CORPORATE GOVERNANCE FOR LISTED COMPANIES, JANUARY 2020)
2019
2020
Compensation awarded in respect of the financial year Value of stock options granted during the financial year Value of performance shares granted during the financial year
€775,816
€609,021
- -
- - -
Value of other long-term compensation plans
(#(
F
F
STATEMENT SUMMARISING THE COMPENSATION OF VINCENT PARIS, CHIEF EXECUTIVE OFFICER ❙ (TABLE 2 – AFEP-MEDEF CODE OF CORPORATE GOVERNANCE FOR LISTED COMPANIES, JANUARY 2020)
2019
2020
Amounts awarded €500,000 €265,000
Amounts paid €500,000
Amount awarded €500,000 €97,500
Amount paid €500,000 €265,000
Fixed compensation
Annual variable compensation Exceptional compensation
- - -
- -
- -
- -
Compensation allotted in respect of directorship (L. 22-10-14)
Benefits in kind
€10,816
€10,816
€11,521
€11,521
(#(
F F F
F
Relative proportions of fixed (€500,000) and variable (€97,500) compensation are 84% and 16% respectively.
CALCULATION OF 2020 ANNUAL VARIABLE COMPENSATION ❙
Potential amount as % of AVC (1)
Potential amount
Amount awarded in €
Requirement
Type
in € Threshold Target
Ceiling Achieved
Consolidated revenue growth Consolidated operating margin
Quantifiable
45% €135,000
N/A -3,0% N/A
-4,8%
€0
Quantifiable
45% €135,000 6.5% 7.5% N/A
7.0% €67,500
Criterion related to Group organisation: Creation of an environment conducive to introducing the role of Group COO (2) Criterion related to corporate social responsibility Contribution to the Group’s goal of becoming carbon neutral
Objective 100% achieved
Qualitative
5% €15,000
N/A
N/A
N/A
€15,000
Objective 100% achieved
Qualitative
5% €15,000
N/A
N/A
N/A
€15,000
(#(
F
F
Performance criteria were applied as anticipated at the time they were determined. Total compensation is in keeping with the compensation policy and contributes to the company’s long-term performance insofar as it is the result of an incentive to drive profitable growth based on the added value provided by the Group’s services.
Qualitative targets incentivised the executive to take a medium-term view by improving how efficiently the Group is organised and taking account of corporate responsibility requirements.
AVC: Annual variable compensation (1) Chief Operating Officer (2)
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SOPRA STERIA UNIVERSAL REGISTRATION DOCUMENT 2020
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