FAIRNESS AND CONSISTENCY |
Balanced remuneration packages based on one’s position, responsibilities, expertise and proven abilities; |
Consistent approach in the various countries/businesses/functions. |
ALIGNMENT WITH BUSINESS STRATEGIES |
Structured incentive systems linked to the achievement of sustainable results for the group; |
Definition of individual objectives to maintain sustainable levels of performance in terms of results and risks. |
COMPETITIVENESS |
Ongoing analysis of peers’ remuneration practices and general market trends; |
Competitive salaries in terms of amount and composition; |
Alignment with the business strategy and goals. |
REWARDING MERIT AND PERFORMANCE |
Bonuses based on performance, distinction and selectivity; |
Close link between remuneration and group results; |
Fixed and variable remuneration seen as a key driver for motivating and retaining employees and for aligning performance with group objectives. |
GOVERNANCE AND COMPLIANCE |
Transparent governance; |
Remuneration guidelines that are consistent with national/international practices and the group’s values. |