Sopra Steria // 2022 CONVENING NOTICE

2 SOPRA STERIA GROUP PRESENTATION’S

Standardised presentation of compensation paid to company officers

PAY RATIO TABLE 3.2.3.

2017

2018

2019

2020

2021

Chairman’s compensation

€529,077 €814,958

€531,818

€535,880

€533,644 €692,946

€532,892 €947,335

Chief Executive Officer’s compensation

€646,847 €1,004,548

Extended scope (Sopra Steria Group, Sopra Banking, I2S and Beamap) Average annual compensation Pay ratio: Chairman’s compensation/ Average compensation Pay ratio: Chief Executive Officer’s compensation/ Average compensation

2017

2018

2019

2020

2021

€47,964

€48,314

€49,833

€50,388

€50,287

11

11

11

11

11

17

13

20

14

19

Median annual compensation Pay ratio: Chairman’s compensation/ Median compensation

€41,179

€40,873

€42,595

€42,611

€43,285

13

13

13

13

12

Pay ratio: Chief Executive Officer’s compensation/ Median compensation

20

16

24

16

22

Sopra Steria Group SA

2017

2018

2019

2020

2021

Average annual compensation Pay ratio: Chairman’s compensation/ Average compensation

€47,353

€47,642

€49,063

€49,719

€49,477

11

11

11

11

11

Pay ratio: Chief Executive Officer’s compensation/ Average compensation

17

14

20

14

19

Median annual compensation Pay ratio: Chairman’s compensation/ Median compensation

€40,550

€40,357

€42,017

€42,072

€42,622

13

13

13

13

13

Pay ratio: Chief Executive Officer’s compensation/ Median compensation

20

16

24

16

22

Performance

2017

2018

2019

2020

2021

Level of quantifiable targets achieved by the CEO Consolidated operating margin Organic consolidated revenue growth

100% 8.6% 3.5%

85% 7.5% 4.9%

104% 8.0% 6.5%

47% 7.0% -4.8%

109% 8.1% 6.4%

Free cash flow

€111.4m €173.1m €229.3m €203.5m €266.4m

Note: The Chief Executive Officer’s variable compensation is linked not only to the Group’s financial performance, but also to its non-financial performance. Sections 2.7.1, “Gender equality policy” and Section 3.4, “Optimising resource consumption and reducing greenhouse gas emissions” concerning actions to protect the environment, in Chapter 4, “Corporate responsibility” of the 2021 Universal Registration Document (on pages 114 to 115 and 125 to 127, respectively), report on the Group’s performance in terms of corporate social responsibility. This performance is also reflected in the compensation paid to the Chief Executive Officer through one or more qualitative targets. Comments on methodology: The Chairman’s compensation corresponds to the amounts owed as shown in the AFEP-MEDEF tables. The Chief Executive Officer’s compensation 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 financial years covered by the plan depending on the extent to which the applicable performance conditions are met. They are measured at fair value at the grant date. Average and median annual compensation paid to employees has been calculated on the basis of a population representing on average 86% of employees in France over the period. Temporary exclusions from the scope are due to technical difficulties in processing data over all of the past five financial years. However, calculations made in 2019 showed that the result did not changed beyond the first decimal point. Since the ratios were last published, changes have been made to the method used to determine their denominator. These changes have not resulted in any significant change in the ratios. For employees, compensation taken into account includes fixed and variable compensation and bonuses of any kind paid in the financial year as well as incentives and profit-sharing. For methodological reasons, it no longer includes performance share plans or matching employer contribution shares in connection with employee share ownership plans.

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SOPRA STERIA NOTICE OF MEETING 2022

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