CAPGEMINI_REGISTRATION_DOCUMENT_2017

CORPORATE GOVERNANCE - RISKS{AND INTERNAL{CONTROL

2.4 Compensation of Executive Corporate Officers

Amount or accounting value

subject to vote

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Presentation

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For the second category (HR and delivery strategy -30%) , the Board based its recommendations on the following quantitative objectives for 15% i) an above 20% growth year on year of the female representation in the Group Executive Committee and Strategic Business Units/key Business Units Management Committees which has been more than doubled at 47% ii) a 10% internal VP mobility vs 14% achieved and iii) a 15% growth of the senior offshore leadership presence in Management Committee, which has been met. He has also based its recommendations on the two following qualitative objectives for 15% i) a progressive refreshment of Group leadership supported by an external renowned assessment firm, and ii) adaptation/anticipation to regulatory changes. For these two qualitative elements, the Board in addition to the new governance, noticed the nominations of several leaders to the Executive Committee and a significant renewal in the VP population as well as the creation of a global mobility function associated with a risk mitigation strategy around mobility. Given these achievements, the Board considered that the objectives set for this category have been overachieved at 113% . For the third category (growth of the North American market -30%), the Board took into consideration two quantitative indicators each with a 10% weight i) the revenue growth at least equal to market growth in the second semester year on year which has been exceeded with an organic growth of 8.3% achieved in the second semester and ii) the increase by 5 points of the Digital& Cloud offerings in the portfolio which has been nearly achieved with a +4.7points improvement. From a qualitative standpoint, the indicator was around the reinforcement of the North America organization and governance, which following several appointments and based on a strong second semester has been evaluated by the Board as achieved for the qualitative part. The Board considered that the objectives set for this category have been realized at 107% . The Board approved a weighted performance of 112% as per the table below: { Target Proposal Objective type Computed Qualitative Computed Qualitative Digital and Cloud acceleration 15% 25% 22% 24%

2

15%

15%

19%

15%

HR and delivery strategy (diversity, mobility and talent management)

North America growth

20%

10%

22%

10%

Total

50%

50%

63%

49%

Proposed

112%

Target

100%

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leading to a V2 calculation of €484,000*112%=€542,080 Accordingly, a variable compensation of €991,668 was approved by the Board for 2017, i.e. 68.3% of his fixed compensation for the same year and 102.4% of the theoretical variable compensation . Total fixed and variable compensation for 2017 is therefore €2,443,668 i.e. 101% of

the theoretical compensation and may be summarized as follows: 2017 Variable compensation calculation for Mr.{Paul Hermelin V1: quantitative part based on budgeted financial targets Indicators Weight

% of achievement

Weighted

Total Revenue

30% 30% 20% 20%

99.38% 93.11% 98.77% 103.6%

29.82% 27.93% 19.75% 20.72% 98.22% 92.89%

Operational Margin % Net results before tax Organic Free cash Flow

Total weighted R/B before flex

Total weighted after 75/125 flex (4*weighted R/B-3)

Variable V1 on target

484,000

Computed V1

449,588

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95

REGISTRATION DOCUMENT 2017 — CAPGEMINI