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G
Corporate governance and capital
G.4
Executive compensation and stock ownership
Atos
|
Registration Document 2016
271
G
IN THE CONTEXTOF THE THREE-YEAR PLAN: “2019 AMBITION”
27%
On Target
bonus
23%
Compensation
without performance
condition
77%
Compensation subject
to Performance conditions
23%
Fixed
compensation
Multiannual
equity based
compensation
50%
Potential
equity based
compensation
Annual
compensation
in cash
The Board of Directors, during its meeting on November 24, 2016, implemented the principle of competiveness by basing its decision of
setting the compensation applicable throughout the plan 2017-2019, on comparisons with nation-wide, European, international and
recognition for the Chairman and CEO.
sectoral references; this benchmarking outlined the consistency between the Company’s performance and the resulting financial
Officer
Elements of the compensation of Thierry Breton – Chairman and Chief Executive
G.4.2.2
For the 2016 year
Committee. This decision has been confirmed following the
recommendation of the Nomination and Remuneration
renewal of Thierry Breton’s mandate, as well as during the
General Meeting of Shareholders held on May 30, 2012, on the
The elements of the compensation of Thierry Breton, Atos SE
during a meeting held on December 22, 2011, upon
Chairman and CEO, were decided by the Board of Directors
Meeting held on November 18, 2013, following the adoption of
Atos’ strategic orientations to 2016.
for the period 2014-2016, which are consubstantial with the
elements composing the compensation of the Chairman and CEO
Directors.
strategic plan, and as they have been approved by the Board of
2013, a specific resolution on the main strategic guidelines of
shareholders, during the General Meeting held on December 27,
99.63% of the vote. This resolution also included all the various
the Group for the period 2014-2016, which was adopted with
Moreover, for the first time, Atos submitted to the vote of the
These elements include:
and which is composed of:
has been maintained for the three-year plan “2016 Ambition”,
a
total compensation in cash
, from January 1, 2012, which
•
fixed Annual Compensation of € 1.35 million;
•
compensation in case of over-performance and no minimum
maximum payment capped at 130% of the target variable
payment.
annual target being equal to € 1.35 million, with a
variable compensation, subject to performance conditions,
•
March, for the payment of the second semester of the previous
compensation is paid every 6 months (usually in February or
first semester’s bonus).
year’s bonus, and in August for the payment of the current year
establish a proactive way to support its strategic plan, the
In order to monitor
Company’s performance
more closely and
reviewed on a half-year basis. As a consequence, the variable
performance objectives for the Chairman and CEO are set and
year and the following first semester.
reflects amounts paid for the second semester of the previous
second semesters of the relevant year; and
paid remuneration
Thus,
due remuneration
reflects amounts due for the first and