Sopra Steria // 2022 CONVENING NOTICE
2 SOPRA STERIA GROUP PRESENTATION’S
Standardised presentation of compensation paid to company officers
STATEMENT SUMMARISING THE COMPENSATION OF VINCENT PARIS, CHIEF EXECUTIVE OFFICER ❙ (TABLE 2 – AFEP-MEDEF CODE OF CORPORATE GOVERNANCE FOR LISTED COMPANIES, JANUARY 2020)
2020
2021
Amount awarded 500,000 97,500
Amount paid 500,000 265,000
Amount awarded 500,000 300,000
Amount paid 500,000 97,500
Fixed compensation
Annual variable compensation Exceptional compensation
- -
- -
- -
- -
Compensation allotted in respect of directorship (L. 22-10-14)
Benefits in kind
11,521
11,521
11,274
11,274
TOTAL
609,021 776,521 811,274 609,021
The relative proportions of fixed (500,000) and variable (300,000) compensation are 62.5% and 37.5%, respectively.
CALCULATION OF 2021 ANNUAL VARIABLE COMPENSATION ❙
Potential amount as % of AVC (1)
Amount awarded in
Potential amount
in Threshold Target
Ceiling Achieved
Criteria
Type
Consolidated operating margin Quantifiable 45.0% 135,000 Consolidated revenue growth Quantifiable 30.0% 90,000
7.5% 8.0% N/D (2) 2.0% 5.3% N/D (2)
8.1% 135,000 6.4% 90,000
Implementation of leadership structure and application of key Group policies Progress towards meeting the 2025 target for the proportion of women in senior management positions Progress towards meeting the target of zero net emissions by 2028
Target 100% achieved
Qualitative 10.0% 30,000 N/A (3)
30,000
N/A (3)
N/A (3)
Target 100% achieved
Qualitative
7.5% 22,500 N/A (3)
22,500
N/A (3)
N/A (3)
Target 100% achieved
Qualitative
7.5% 22,500 N/A (3)
22,500
N/A (3)
N/A (3)
TOTAL
100% 300,000
300,000
AVC: Annual variable compensation. (1) Non-defined. (2) Not applicable. (3)
Performance criteria were applied as anticipated at the time they were determined on 25 February 2021. These targets were at least equal to any publicly disclosed guidance. No compensation is due at the threshold; the amount due is calculated on a linear basis between the threshold and the target. Total compensation is in keeping with the compensation policy and contributes to the Company’s long-term performance. It provides an incentive to drive profitable growth based on shifting the Group’s services toward higher-value offerings. 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. The Compensation Committee, taking into account the opinion of
Committee, noted that the Company is on track to achieve its targets in relation to greenhouse gas emissions (see Section 3.4 "Optimising resource consumption and reducing greenhouse gas emissions" of Chapter 4 “Corporate Responsibility” of the 2021 Universal Registration Document, pages 125 to 127) and the proportion of women in senior management positions (see Section 2.7.1 “Gender equality policy” of Chapter 4 “Corporate Responsibility” of the 2021 Universal Registration Document, pages 114 to 115); it thus considered the corresponding qualitative targets to have been 100% achieved. After hearing from the Chairman of the Board of Directors, the committee also considered the target related to the implementation of the leadership structure and the application of key Group policies to have been 100% achieved, particularly with regard to the operations of Executive
the Nomination, Governance, Ethics and Corporate Responsibility Management.
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SOPRA STERIA NOTICE OF MEETING 2022
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