AIRBUS - 2019 Registration Document

Corporate Governance  / 4.2 Interests of Directors and Principal Executive Officers

Performance Units plan characteristics (until and including 2015 plan)

At the date of grant, the CEO had to what portion of the allocation (subject to the performance calculation) was to be released as cash payments and what portion was to be converted into shares. At least 25% (and up to 75%) of the award had to be deferred into shares, and would be released on the last vesting date. For the conversion into shares, one Unit corresponds to one Airbus share. For each payment in cash, one Unit is equal to the value of one Airbus share at the time of vesting. The Airbus share value is the average of the opening share price, on the Paris Stock Exchange, during the 20 trading days preceding and including the respective vesting dates.

Performance Units are the long-term equity-related incentive awards that were granted to the CEO until 2015. LTIP awards were granted each year. Each grant was subject to a three- year cumulative performance objective. At the end of the three-year period, the grant was subjected to a performance calculation to determine whether and to what extent it should vest. Depending on continued employment, grants attributed until 2013 vested in four tranches, the payment of which took place approximately 6, 12, 18 and 24 months following the end of the performance period. Depending on continuous employment, grants attributed in 2014 and 2015 would vest in two tranches, the payment of which would take place approximately 6 and 18 months following the end of the performance period.

LTIP-SCHEME 2014 AND 2015

Grants VEST in 2 tranches = 2 payment dates

GRANT DATE Face value at grant date Allocation policy

Y

Y+1

Y+2

Y+3

Y+4

Y+5

Performance calculation determines the number of Units that may vest

Performance period 3 years

Performance Units and Performance Shares characteristics (since 2016) Since the 2016 plan, the CEO’s LTIP is comprised of a mix of Performance Units and Performance Shares in order to increase the alignment with shareholders’ interests. For each payment in cash, one Unit is equal to the value of one Airbus share at the time of vesting. The Airbus share value is the average of the opening share price, on the Paris Stock Exchange, during the 20 trading days preceding and including the respective vesting dates. For the CEO, the value of the Performance Unit and Share allocation is capped, at the time of grant, at 100% of the Base Salary.

At the end of the three-year period, the grant is subject to a performance calculation to determine whether and to what extent it should vest. Depending on continued employment, Performance Units attributed since 2016 will vest in two tranches, the payment of which takes place approximately 6 and 18 months following the end of the performance period. Performance Shares would vest in one tranche, approximately 6 months following the end of the performance period.

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Airbus / Registration Document 2018