Policy for the compensation of company officers
The Chairman’s extensive role in Sopra Steria justifies the fact that part of his compensation is conditional upon the achievement of targets set at the beginning of the year. Given Pierre Pasquier’s own personal and financial investment in the Group, which he has managed since its foundation, this variable compensation is unlikely to encourage him to adopt a short-term approach to analysis and decision-making.
Traditionally, the Chairman and the Chief Executive Officer, as well as the Deputy Chief Executive Officers and the Group’s key operational managers on the Executive Committee, are covered by the same compensation system.
This compensation system consists of a fixed component, supplemented by a variable component which may equal up to:
- 40% of fixed annual compensation where the Group’s profitability target as well as individual targets are met;
- 60% of fixed annual compensation for very strong performance.
The Group profitability target, generally determined on the basis of “operating profit on business activity”, is the same for company officers, Executive Committee members and managers whose variable compensation depends in part on it to ensure alignment of objectives and teamwork. Defined precisely, the values for the indicator’s lower and upper limits as well as the target are never made public for confidentiality reasons.
The qualitative individual targets are not used to release a variable compensation component, but rather to make upward or downward adjustments to the amount paid on the basis of the main profitability target.
In extreme cases, this adjustment may result in the variable compensation being removed entirely or the amount paid being increased by up to a maximum of 30% of the upper limit on the variable compensation of executive company officers.
Summary statements of the compensation plans, options and shares awarded to company officers are presented on page 63 of the Registration Document.