Universal Registration Document 2021

4 CORPORATE GOVERNANCE AND COMPENSATION COMPENSATION

Gross amounts Comments

ANNUAL VARIABLE COMPENSATION

Achievement of the 2021 performance objectives: Upon the Remunerations Committee's recommendation, the Board of Directors held on February 23, 2022, reviewed as follows the performance of Mr. Richard Moat for 2021. Financial objectives (accounting for 60% of the amount of the target bonus): as the consolidated adjusted EBITA amounted to €95.5 million, the consolidated adjusted EBITA • objective set at €70 million was achieved with a grade of 1.32 (on a scale of 0 to 1.5); as the consolidated Operating Cash Flow amounted to €104.7 million, the consolidated Free Cash • Flow objective set at €85 million was achieved with a grade of 1.22 (on a scale of 0 to 1.5). Extra-financial objectives (accounting together for 40% of the amount of the target bonus): With regard to the extra-financial objectives, it is to be noted that in its meeting held on April 15, 2021, the Board of Directors set precise contents and/or deliverables and a method of assessment for each financial objective. In February 2022, the Board acknowledged, inter alia , the following deliverables: for the first objective related to strategy (accounting for 15%): • The main content for such objective as set by the Board was to develop a 3-to-5-year vision and • strategy for Technicolor, and in particular a vision and an organic and inorganic growth strategy for Technicolor Creative Studios, including steps to get there. A plan for Technicolor Creative Studios covering both organic and inorganic growth opportunities • was presented to the Strategy Committee and to the Board of Directors in March 2021. The Board of Directors took also into consideration various projects and tangible proposals made • on the M&A pillar and acknowledged the assets deal for the sale of the trademarks business which was successfully led and publicly announced on February 24, 2022. Considering the above, the Board considered that the first objective was achieved with a grade of • 1.1 (on a scale of 0 to 1.5). for the second objective related to talent management (accounting for 15%): • three main contents for this objective had been formally identified by the Board when setting the • objectives: the presentation to the Nominations & Governance Committee (now the Governance & Social • Responsibility Committee) of succession plans for the Executive Committee, the Management Committee and Executive Teams of the Business divisions, with immediate and mid-term successors, ensuring all key roles have successors; employee engagement: launch of a global employee engagement survey with a minimum target of • 50% participation by eligible employees Talent recruitment and development: pipeline a minimum of 500 new graduates with a target of • 750 graduates from the Academy @ The Focus program offered by Production Services All these contents having been delivered slightly above expectations (with, for example the • presentation of a comprehensive talent review with the succession plans), the Board considered that the second objective was achieved with a grade of 1.1 (on a scale of 0 to 1.5). for the third extra-financial objective based on CSR (accounting for 10%): • On the first pillar “Diversity, Equity and Inclusion (DEI)” accounting for 50%, the Board of Directors • had set the following targets: maintain an overall equal (+/- 5%) number of training hours per employee between women and (i) men; validation of the 2020 DEI Survey action plan by the Executive Committee and a follow-up (ii) through the launch of a DEI Survey; increase to a minimum of 26 women by 2021, or 38% (compared to 25 women in 2020, or 37%), (iii) the number of women on the Executive Committee, Management Committee and Executive Teams of the business divisions and corporate functions (bands 4, 5 and 6). The Remunerations Committee and the Board of Directors considered that these targets were met. • The DEI survey was duly launched as part of the Group employment survey and the women belonging to the highest levels of the management mentioned above reached 38% in 2021.

TECHNICOLOR UNIVERSAL REGISTRATION DOCUMENT 2021 136

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