Remuneration and policy objectives 1

Aims and Fundamental Principles

The Company defines and applies a general policy on remuneration designed to attract, motivate and retain resources which possess the professional qualities needed to effectively pursue the Group's objectives.

The policy is defined in such a way as to align the interests of management with those of shareholders, pursuing the main goal of creating sustainable value in the medium to long-term period by consolidating the link between reward and performance, individuals and the Group. 

The guiding principles adopted for defining the remuneration policy for the top management are:

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Remuneration policy and ojectives 2 card

MAINTAINING CONSISTENCY
Between the Company's risk profile and the executive compensation package mix
CONSTANTLY REFERENCING
THE EXTERNAL MARKET
For the reference sector as well, in order to check the consistency of the company's remuneration scheme, and its capacity to both attract talent and retain directors
FOCUSING ON
INTERNAL CONSISTENCY
Between the level of remuneration offered and the complexity of the role performed
STRIKING A BALANCE
BETWEEN INDICATORS
Of economic-financial performance, financial solvency, shared value creation (with the economic and financial indicators of all development projects aligned with the goals defined in the 11 SDGs identified by the United Nations), customer satisfaction, and ESG sustainability in defining both short and long-term variable incentive systems
USING AND CONSTANTLY
UPDATING THE METHODOLOGY
FOR EVALUATING OFFICES
And the relative weight of each office, with the objective of guaranteeing standardised remuneration comparisons and analyses that are consistent with the development of the Group's organisational framework over time

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