Publication of information relating to the compensation of the executive company officers in line with the recommendations of the AFEP-MEDEF Code

At its meeting on Wednesday, 22 February 2023, after hearing the Compensation Committee’s recommendations:

  • the Board of Directors of Sopra Steria Group noted that, in accordance with the targets set, the Chief Executive Officer’s annual variable compensation (AVC) for financial year 2022 breaks down as follows:

CriterionTypePotential amount as % of AVC 1Potential amoun in €TresholdTargetCeilingAchievedAmount awarded in €
Criteria Consolidated operating margin
      		Quantifiable45.0%€121,5008.5%9.0%N/D [2]8.9%€97,200
      Criteria Consolidated revenue growthQuantifiable30.0%€81,0004.0%6.0%N/D [2]7.6%€81,000
      Criteria Qualitative targets related to the assumption of duties as Chief Executive OfficerQuantifiable15.0%€40,500N/A [3]N/A [3]N/D [2]Target 100% achieved€40,500
      Criteria Progress towards meeting the 2025 target for the proportion of women in senior management positionsQuantifiable5%€13,500N/A [3]N/A [3]N/D [2]Target 100% achieved€13,500
      Criteria Progress towards meeting the target for reducing direct GHG- (4) emissions per employee (SBTi III) (5)Qualitative5%€13,500N/A [3]N/A [3]N/D [2]Target 100% achieved€13,500
      Total 100,0%€270,000    €245,700

      (1) AVC: Annual variable compensation.

      (2) N/D: Not defined.

      (3) N/A: Not applicable.

      (4) Greenhouse gas.

      (5) Science Based Targets initiative.

      • The Board of Directors therefore set the total amount of €245,700.

        For information:

      • the Board of Directors has also decided to set the amount of Cyril Malargé’s annual fixed compensation at €500,000, starting on 1 January 2023, which is equivalent to that of his predecessor, following his successful assumption of office.
      •  
        • Performance criteria were applied as anticipated at the time they were determined on 23 February 2022. No compensation is due at the threshold; the amount due is calculated on a linear basis between the threshold and the target.
        • Total compensation is in keeping with the compensation policy and contributes to the Company’s long-term performance. It provides an incentive to drive profitable growth based on shifting the Group’s services toward higher-value offerings. 
        • Qualitative targets incentivised the executive to take a medium-term view by improving how efficiently the Group is organised and taking account of corporate responsibility requirements. 
        • The Compensation Committee, taking into account the opinion of the Nomination, Governance, Ethics and Corporate Responsibility Committee, noted that the Company is on track to achieve its targets in relation to greenhouse gas emissions and the proportion of women in senior management position; it thus considered the corresponding qualitative targets to have been 100% achieved. After hearing a presentation of the results and the recommendation by the Chairman of the Board of Directors, the Committee also considered the target related to the appointment of Cyril Malargé to have been 100% achieved.