A COMPENSATION POLICY THAT PROMOTES
SUSTAINABLE PERFORMANCE
The Group has a compensation policy that is personalized, fair and competitive for all
and which reflects the performance and level of responsibility of each person.
Each year, the compensation policy of the executive corporate officers is reviewed by the Board of Directors, based on
the recommendation of the Appointments, Compensation and Governance Committee. It is subject to the approval of
the Shareholders’ Meeting. In 2022, the Chairman’s compensation amounted to a fixed sum of €0.45 million. The ratio of
the compensation for each corporate officer to the average compensation of ENGIE’s employees in France was 7.9x for
the Chairman and 55.6x for the Chief Executive Officer.
1 Panel EDP ENEL Iberdrola Naturgy Snam and RWE 2 in line with the trajectory established to reach the 2030 target
Compensation of Chief Executive Officer for 2022
ANNUAL FIXED
(CASH)
ANNUAL VARIABLE
(CASH)
LONG-TERM INCENTIVES
(PERFORMANCE SHARES)
NON-FINANCIAL
CRITERIA
35%
FINANCIAL
CRITERIA
65%
30%
CSR criteria:
• Safety performance
improvement (7.5%)
Success rate: 100%
• Decrease in GHG emissions
from energy production (7.5%)
Success rate: 140%
• Improvement of CSR rating
(5 benchmark agencies) (7.5%)
Success rate: 100%
Recruitment of 35 female
managers 75
Success rate 0
70%
• Organization and collective
commitment (35%)
Success rate: 130%
• Strategy (35%)
Success rate: 130%
25%
EBIT
Success rate:
140%
25%
Net economic
debt
Success rate:
54.5%
25%
Net income / (loss)
recurring
Group share
Success rate:
140%
25%
Free Cash Flow
Success rate:
113.3%
Success rate: 112%
Amount paid for 2022 1136000
Maximum amount 140 of annual fixed
Performance shares granted
for 2022 120000 shares
valued at 1054800 at grant date
Maximum amount
120000 performance shares
Success rate: 116.5%
€1 M
PERFORMANCE SHARES
VESTED IN 2025
20%
CSR criteria at end-2024
(2)
:
• Decrease in GHG
emissions from energy
production (10%)
• Increase in %
of renewables
capacity (5%)
• Increase in %
of women in
management (5%)
25%
Change in the “Total Shareholder
Return” (TSR) over 3 years vs panel
(1)
25%
Growth
in NRIgs
over
2 years
vs panel
(1)
30%
ROCE
In 2022 all senior managers including
members of the Executive Committee
were eligible to receive annual variable
compensation which included financial
criteria for 65 nonfinancial criteria
for 15 and individual objectives specific
to their area of responsibility for 20
The financial criteria for Executive
Committee members are the same as
those for the Chief Executive Officer
the financial criteria for the other
senior managers include their direct
areas of responsibility scopes N and
N1 on EBIT Free Cash Flow and GA
General Administration criteria
The nonfinancial criteria cover
health and safety prevention rate
within the scope of responsibility
climate Group GHG emissions and
diversity rate of recruitment of women
among managers within the scope
of responsibility at 5 each
All senior managers are beneficiaries of
the performance share plan according
to the same criteria as the Chief
Executive Officer
58 - OUR GOVERNANCE