Aéroport de Paris - 2018 Registration document

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REPORT ON CORPORATE GOVERNANCE

1.

COMPENSATION

1.1 2019 executive officer compensation In application of Article L. 225-37-2 of the French Commercial Code, the Board of Directors submits for the approval of the General Meeting of Shareholders, the principles and criteria for determining, distributing and allocating the fixed, variable and extraordinary components comprising the total compensation and benefits of any kind attributable to the Chairman and CEO by virtue of his mandate for 2019 and which constitute his compensation policy. The compensation of the Chairman and CEO for 2019 was agreed by the Board of Directors on 12 December 2018 on the advice of the Compensation, Appointments and Corporate Governance Committee, and approved on 10 January 2019 by the French Minister of the Economy, in compliance with Article 3 of Decree no. 53-707 dated 9 August 1953 (as amended). We propose that you approve the principles and criteria as presented in this report. Note that the approval of the General Meeting of Shareholders will be required (i) for any changes to the compensation items already approved by the General Meeting of Shareholders, and (ii) for the renewal of Augustin de Romanet’s term of office as Chairman and CEO. Should the General Meeting of Shareholders of 20 May 2019 fail to approve the resolution on the 2019 compensation policy for the Executive Officer, the principles and criteria previously approved by the General Meeting of Shareholders of 4 May 2018 in application of Article L. 225-37-2 of the French Commercial Code will continue in effect.

The gross annual amount of the Chairman and CEO’s fixed compensation for the year 2019 is set, unchanged, at €350,000. The Chairman and CEO’s maximum annual gross variable compensation is set at €100,000. This portion is based on: Three quantitative objectives: Group EBITDA, including TAV (weight: 25%), Group ROCE, including TAV and AIG (15%) and departing passenger satisfaction (10%). The performance level for each of these objectives ranges from 70% (nil below this) to 110%. Four qualitative objectives: ◆ support for the potential privatisation process provided for in the PACTE law, ensuring the involvement of management and of Company employees (20%); ◆ ADP GROUP’s attractiveness and customer service policy in favour of airlines and passengers, notably the continuation of the CDG Express project and the launch of the Terminal 4 project (10%); ◆ the Company’s corporate social responsibility, including managerial mobilisation and employee safety (10%): definition and deployment of actions to further Aéroports de Paris’ community involvement in its various facets: governance, the environment, human capital, purchasing/customers, community involvement; make CSR a driver for Group transformation; mobilise to prevent workplace accidents;

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AÉROPORTS DE PARIS ® REGISTRATION DOCUMENT 2018