Universal Registration Document 2021

CORPORATE GOVERNANCE AND COMPENSATION COMPENSATION

4.2.1.2.2 Compensation and benefits of Mr. Richard Moat, Chief Executive Officer In accordance with Article L. 22-10-34 II of the French Commercial Code, the Company will submit to the shareholders’ vote the following compensation items paid during or granted to Mr. Richard Moat for the last fiscal year (resolution to be approved by the shareholders at the Annual General Meeting to be held to approve the financial statements for the fiscal year ending December 31, 2021). Compensation items paid or granted to Mr. Richard Moat for fiscal year 2021 Gross amounts Comments FIXED COMPENSATION €600,000 Mr. Moat’s total fixed compensation for his position as Chief Executive Officer, is set at €600,000 payable in 12 monthly installments. ANNUAL VARIABLE COMPENSATION €958,717 The variable compensation of Mr. Moat depended upon the achievement of objectives which were precisely defined and determined according to the results of the Group after the close of the fiscal year. The target bonus amounted to 133.33% of the annual gross fixed compensation if the target objectives

were achieved, and up to 150% of the target bonus if the target objectives were exceeded. Reminder of the performance objectives set by the Board of Directors for 2021: The variable portion of Mr. Moat’s compensation for 2021 was subject to the following performance objectives: Financial objectives (accounting for 60% of the amount of the target bonus): a consolidated adjusted EBITA objective accounting for 30% of the target bonus: (i) if the consolidated adjusted EBITA does not amount to more than €40 million, no compensation will • be paid in respect of that objective, if the consolidated adjusted EBITA amounts to €70 million, 100% of the target bonus will be paid in • respect of that objective, if the consolidated adjusted EBITA exceeds €110 million, the compensation paid in respect of that • objective could be up to 150% of the target bonus; a consolidated Operating Cash Flow objective accounting for 30% of the amount of the target (ii) bonus: if the consolidated Operating Cash Flow does not amount to more than €55 million, no • compensation will be paid in respect of that objective, if the consolidated Operating Cash Flow amounts to €85 million, 100% of the target bonus will be • paid in respect of that objective, if the consolidated Operating Cash Flow exceeds €130 million, the compensation paid in respect of • that objective could be up to 150% of the target bonus. The financial objectives are based on the forecast approved by the Board and the performance indicators set out by the Group in its financial communication. They are also those used for determining the variable compensation of all Group employees who receive this type of compensation. Extra-financial objectives (accounting together for 40% of the amount of the target bonus): 15% depending upon a strategic objective providing to the Board of Directors with a 3-to-5-year • vision and strategy for Technicolor; 15% depending upon an objective relating to talent management ensuring that the transformation • is conducted in a manner that inspires and motivates the workforce (People survey), attracts and retains key talents, and mitigates human capital risks by ensuring that robust succession action plans are implemented; 10% depending upon a CSR target of promotion of diversity across the organization and limitation of • the environmental impact.

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TECHNICOLOR UNIVERSAL REGISTRATION DOCUMENT 2021

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