| General remuneration policy for executive and non-executive officers | Policy applicable to the combined Chairman and CEO | Policy applicable to the separate CEO | Policy applicable to the separate Chairman | |||||
|---|---|---|---|---|---|---|---|---|
| Item of annual remuneration | Type of payment | Maximum amount | Upper limit | Performance conditions | Performance indicators | Amount on an annual basis | Amount on an annual basis | Amount on an annual basis |
| Short-term fixed component (para. 4.1.2.2) | Paid in cash in the current calendar year in 12 monthly instalments | Set by the Board | Not applicable | No | Not applicable | €1,300,000 | €1,300,000 | €900,000 |
| Short-term variable component (para. 4.1.2.3) | Paid in cash in the calendar year following its approval at the Shareholders’ General Meeting | Ranging from nil to the upper limit of the short-term variable component | Up to 160% of the fixed component, determined by the Board | Yes | Upper limit: 160% of the fixed component, i.e. €2,080,000 on an annual basis | Upper limit: 150% of the fixed component, i.e. €1,950,000 on an annual basis | Not applicable | |
| Earnings per share attributable to owners of the parent | 60% | 60% | Not applicable | |||||
| Recurring operating income | ||||||||
| Ebitda adjusted for changes in working capital requirement (WCR) and current provisions | ||||||||
| Managerial performance indicators | 15% | 15% | ||||||
| ESG performance indicators | 25% | 25% | ||||||
| Total short-term variable component | 100% | 100% | ||||||
| Long-term variable component (para. 4.1.2.4) | Award of VINCI shares or units that vest after three years, subject to continued service | Number of shares or units set by the Board | 100% of the total of fixed remuneration plus the upper limit of the short-term variable component | Yes | Not applicable | Upper limit: number of shares corresponding to a value capped at 100% of the total of fixed remuneration plus the upper limit of the short-term variable component | Not applicable | |
| Economic criterion | Not applicable | 50% | Not applicable | |||||
| Stock market performance criterion | 12.5% | |||||||
| Debt management criterion | 12.5% | |||||||
| ESG criteria | 25% | |||||||
| Total long-term variable component | 100% | |||||||
VINCI SA’s executive and non-executive officers receive fixed remuneration.
Executive officers
Chairman and Chief Executive Officer: At the Board meeting of 3 February 2022, the short-term fixed component of the Chairman and Chief Executive Officer’s remuneration was set at €1,300,000 per year for the duration of his term of office, with effect from the date of the 2022 Shareholders’ General Meeting held on 12 April 2022. It is payable in 12 monthly instalments and will be paid on a pro rata basis in 2025.
Chief Executive Officer: At the Board meeting of 6 February 2025, the short-term fixed component of the future Chief Executive Officer’s remuneration from the date of his appointment was set at €1,300,000 per year for the duration of his term of office. It will be paid in 12 monthly instalments and on a pro rata basis in 2025.
Non-executive officer
Chairman of the Board: At the Board meeting of 6 February 2025, the short-term fixed component of the Chairman of the Board’s remuneration once the two roles have been separated was set at €900,000 per year from the date of his appointment and for the duration of his term of office. It will be paid in 12 monthly instalments and on a pro rata basis in 2025.
