| Indicator | Performance target | Maximum amount of the bonus expressed as a percentage of the upper limit for the short-term variable component | |
|---|---|---|---|
| Managerial performance indicators | Managerial performance indicators
Revenue generated outside France / Total revenue |
Managerial performance indicators Performance target The Board is targeting stability or an increase in the proportion of revenue generated outside France. |
Managerial performance indicators Maximum amount of the bonus expressed as a percentage of the upper limit for the short-term variable component 5% |
Indicator Managerial performance and dialogue with stakeholders |
Determined by the Board |
Performance target 10% |
|
| ESG performance indicators | ESG performance indicators
Reductions in Scope 1 and 2 CO2 emissions |
ESG performance indicators Performance target Alignment with the Group’s planned progress against its emissions reduction targets (see paragraph 2.2.3.3, “Progress against emissions reduction targets – Scopes 1 and 2”, of the sustainability report, pages 226 to 227) |
ESG performance indicators Maximum amount of the bonus expressed as a percentage of the upper limit for the short-term variable component 5% |
Indicator Managerial initiatives to reduce indirect CO2 emissions intensity in order to remain in line with the reduction plan for Scope 3 |
The level of performance achieved is determined by the Board upon reviewing the policies implemented and the initiatives taken by the business lines vis-à-vis their stakeholders. |
Performance target 3% |
|
Indicator Reduction in the workplace accident frequency rate |
The Board is targeting a reduction in the workplace accident frequency rate, which equalled 5.70 at end-2025.The bonus will be paid at 100% if this rate is no higher than 5.60 at end-2026. |
Performance target 2% |
|
Indicator Reduction in the workplace accident severity rate |
The Board is targeting a reduction in the workplace accident severity rate, which equalled 0.42 at end-2025. The bonus will be paid at 100% if this rate is no higher than 0.40 at end-2026. |
Performance target 2% |
|
Indicator Quality and deployment of safety management policies |
The level of performance achieved is determined by the Board upon reviewing the policies implemented and the initiatives taken by the business lines. |
Performance target 3% |
|
Indicator Improvement in female representation at executive levels |
The Board is targeting continued implementation of the policy to increase female representation at executive levels within the Group. |
Performance target 4% |
|
Indicator Governance and compliance |
Qualitative assessment by the Board |
Performance target 6% |
As part of this policy, the Board reserves the right to amend or adapt these performance conditions or the way in which they are applied, while explaining the rationale behind its decision, if it believes that specific circumstances, whether internal or external to the Group, warrant such changes.
The short-term variable component of the Chief Executive Officer’s remuneration for 2026 will be calculated in accordance with the rules set out above.
The long-term variable component of executive officers’ remuneration is intended to align their interests with those of investors, taking a multi-year perspective.
To this end, the Board carries out an analysis each year to determine the appropriate structure of the award for this component. It may be comprised of physical or synthetic VINCI shares and may be granted either under a plan set up in accordance with ordinary law or under any other plan permitted by law. Since 2014, awards to each of VINCI SA’s executive officers have been granted in accordance with ordinary law and satisfied using existing VINCI shares (and therefore not in accordance with Article L.225-197-1 of the French Commercial Code due to regulatory constraints).
The performance conditions applying to plans put in place since 2025 are presented in paragraph 5.1, “Policy on the granting of awards”, page 163.
As part of this policy, the Board reserves the right to amend or adapt these performance conditions or the way in which they are applied, while explaining the rationale behind its decision, if it believes that specific circumstances, whether internal or external to the Group, warrant such changes.
If the Chief Executive Officer is working under an employment contract entered into with a VINCI Group company at the time of their appointment, this employment contract is suspended for the duration of their term of office.
The condition of continued service applicable to the Chief Executive Officer, with respect to the plans under which awards may have been granted to them as an employee prior to appointment as Chief Executive Officer, is assessed, for as long as their employment contract remains in force or is suspended, in accordance with the provisions applicable to the employee beneficiaries of the performance share plans set up by VINCI SA.
The condition of continued service applicable to the Chief Executive Officer with respect to the plans under which they are granted awards subsequent to their appointment as Chief Executive Officer is defined as presented in the table below:
| Event occurring before the vesting date | Impact on awards not yet vested under each plan |
|---|---|
| Resignation as Chief Executive Officer before the term of office ends | Resignation as Chief Executive Officer before the term of office ends Impact on awards not yet vested under each plan Complete forfeiture of non-vested awards |
| End of term of office as Chief Executive Officer due to resignation or expiry connected with a succession plan, age limit or retirement, or at the request of the Board | End of term of office as Chief Executive Officer due to resignation or expiry connected with a succession plan, age limit or retirement, or at the request of the Board Impact on awards not yet vested under each plan Partial eligibility maintained, on a pro rata basis, over the period from the grant date of the award to the date of termination |
| Death or disability | Death or disability Impact on awards not yet vested under each plan Eligibility maintained, application of specific plan provisions in case of death or disability |
| Dismissal as Chief Executive Officer by decision of the Board | Dismissal as Chief Executive Officer by decision of the Board Impact on awards not yet vested under each plan Partial eligibility maintained, on a pro rata basis, over the period from the grant date of the award to the date of termination |
