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