The Chief Executive Officer’s remuneration includes a short-term fixed component, a short-term variable component and a long-term variable component. All three of these remuneration components are detailed below.
Any other remuneration received as a director of the Company is considered as included in the total remuneration amount decided by the Board.
| General remuneration policy for executive officers | Policy applicable to the Chief Executive Officer | |||||
|---|---|---|---|---|---|---|
| Item of annual remuneration | Type of payment | Maximum amount | Upper limit | Performance conditions | Performance indicators | Amount on an annual basis |
| Short-term fixed component (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 |
| Short-term variable component (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: 150% of the fixed component, i.e. €1,950,000 on an annual basis |
|
|
Basic earnings (attributable to owners of the parent) per share |
60% |
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|
Recurring operating income |
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|
Ebitda adjusted for changes in working capital requirement (WCR) and current provisions |
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|
Managerial performance indicators |
15% |
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|
ESG performance indicators |
25% |
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|
Total short-term variable component |
100% |
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| Long-term variable component (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 |
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 |
|
|
Economic criterion |
50% |
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|
Stock market performance criterion |
12.5% |
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|
Debt management criterion |
12.5% |
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|
ESG criteria |
25% |
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|
Total long-term variable component |
100% |
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VINCI SA’s executive officers receive fixed remuneration.
At the Board meeting of 6 February 2025, the short-term fixed component of the Chief Executive Officer’s remuneration was set at €1,300,000 per year. It is payable in 12 monthly instalments.
VINCI SA’s executive officers receive short-term variable remuneration based on the level of performance achieved, as noted by the Board at the end of the year in question. This component of remuneration will only be paid if the corresponding resolution is passed at the Shareholders’ General Meeting (known as an “ex-post” vote).
The criteria for determining the short-term variable component are selected to take account of the Group’s all-round performance. To this end, they fall into three categories, relating respectively to economic and financial, managerial, and environmental, social and governance (ESG) factors.
The rationale for choosing these indicators is given below. The amount of the short-term variable component is equal to the sum of the bonuses determined after applying these criteria.
