Sopra Steria - 2021 Combined General meeting

2 SOPRA STERIA GROUP PRESENTATION’S IN 2020

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

! !

:

:

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

! !

: : : :

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 in € Threshold Target Ceiling Achieved

Amount awarded in €

Requirement

Type

Consolidated revenue growth Quantifiable

45% €135,000

N/A -3,0% N/A

-4,8%

€0

Consolidated operating margin

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 :

! !

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 NOTICE OF MEETING 2021