1 Panel EDP ENEL Iberdrola Naturgy Snam and RWE 2 in line with the trajectory established to reach the 2030 target
€1 M
NON-FINANCIAL
CRITERIA
35%
FINANCIAL
CRITERIA
65%
25%
EBIT
25%
Net
economic
debt
25%
Net
income / (loss)
recurring
Group share
25%
Free Cash Flow
ANNUAL FIXED
(CASH)
ANNUAL VARIABLE
(CASH)
LONG-TERM INCENTIVES
(PERFORMANCE SHARES)
PERFORMANCE SHARES
VESTING IN 2026
Compensation of the Chief Executive Officer for 2023
In 2023 the annual variable compensation
structure for senior managers including
Executive Committee members will change
It will be composed of 65 financial
criteria 10 nonfinancial criteria
and 25 individual objectives
which is consistent with the structure
of the annual variable compensation
of the Chief Executive Officer
The financial criteria used are similar
to those for 2022 The nonfinancial
criteria used for members of the
Executive Committee are the same
three as used for the Chief Executive
Officer while the two nonfinancial
criteria used for corporate officers
at 5 each are health and safety
frequency rate of accidents within
the scope of responsibility and
diversity the rate of women recruited
among managers within the scope
of responsibility
Senior managers whose role has a
significant impact on the GHG emissions
trajectory must include a climate target
in their individual targets of at least 5
All senior managers are eligible for the
performance share plan according to the
same criteria as the Chief Executive Officer
In addition to the Groups 420 senior
managers 5000 other employees
are beneficiaries of the Groups
performance share plan
Maximum amount
140 of annual fixed
Maximum amount
120000 performance shares
20%
CSR criteria at end-2025
(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) vs panel
(1)
25%
Growth
in NRIgs
over
2 years
vs panel
(1)
30%
ROCE
30%
CSR criteria:
• Improvement of the Safety
performance (10%);
• Decrease in GHG emissions
from energy production (10%)
• Recruitment of 35% female
managers (10%)
70%
• Strategy (35%)
• Group Priorities 2023 (35%)
2023 INTEGRATED REPORT - 59