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Management & Supervisory Board Compensation Report

Our compensation report forms a separate section within our combined management report in the annual report. In this section, we report individually on the compensation for the management and supervisory boards. We also explain the compensation system for the management and supervisory boards in the compensation report.

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Compensation System for the Management Board

Fixed and Variable, Financial and Non-Financial Components

The compensation system for the management board is a key element in the corporate strategy of All for One Group. Thus, the compensation structure is designed to promote the sustainable and long-term development of the Group. The compensation system includes both non-performance-related (fixed) and performance-related (variable) components. Both short-term (variable) and long-term (variable) compensation provide for the possibility to set individual financial and non-financial target components.

Overview and relative shares subject to 100% target achievement

1.


Non-performance-related compensation components

Share of total target compensation:
Cap:


40% – 60%
KEUR 550 per financial year

  Basic salary    
  Fringe benefits    
  Pension Cap: Max. 30% of basic salary
2.


Performance-related compensation components

Share of total target compensation:
Cap:


40% – 60%
200% of the greed non-performance-related compensation per financial year
  STI: Short-term (one year)
compensation
Share of total target compensation:

20% – 30% of total compensation

  LTI: Long-term (multi-year) compensation

Share of total target compensation:

20% – 30% of total compensation

If the set targets are exceeded, the variable compensation components can amount in total to no more than double the non-performance-related compensation for the financial year in question. The relative share of variable components to maximum compensation in such instances is two-thirds of the total compensation.

Maximum annual compensation

Maximum compensation for all management board members is capped at EUR 1,650,000 per year. Of this amount, annual non-performance-related remuneration is capped at EUR 550,000 and total annual variable remuneration (STI and LTI) is capped at twice the non-performance-related remuneration of each management board member, i.e. EUR 1,100,000.

For management board contracts from 12 March 2021

It is intended that the provisions of the compensation system will be applied in the context of any new contracts, amendments, modifications or extensions of management board contracts from 12 March 2021 onwards. The present contracts of the two management board members – Lars Landwehrkamp and Stefan Land – are not affected by the provisions of this compensation system. These contracts expire on 30 September 2023.

Documentation: Management Board Compensation System

Download the management board compensation system, which was approved by the annual general meeting on 11 March 2021.

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Compensation System for the Supervisory Board

Fixed components, no performance-related compensation

Each member of the supervisory board receives annual fixed compensation of EUR 12,500. The chairman of the supervisory board receives four times and the deputy chairman receives two times the abovementioned fixed compensation.

Compensation for Committee Work

Members of the supervisory board also receive compensation for their committee work. All ordinary committee members receive a fixed fee of EUR 3,000 p.a. for each committee membership. The chairman of a committee receives four times the above committee membership compensation.

Documentation: Supervisory Board Compensation System

Download the supervisory board compensation system, which was approved by the annual general meeting on 11 March 2021.

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