Executive remuneration

The Group Reward Policy has the following key objectives: align the resources to the Group performance, objectives and results, besides attracting, motivating and retaining talented managers and key resources.

 

Principles

 

Amplifon Reward Policy is:

• focused and constantly aligned to the Group strategy;
• motivating for those reaching challenging targets by means of their talent and performance;
• attractive, both globally and in the local markets, and up-to-date against pay mix and flexibility  benchmarks;
• transparent, fair and clearly communicated;
• simple and comprehensible.

 

Key elements for executive remuneration 

 

Executive remuneration comprises the following elements:

• base salary focused on the individual profile and market benchmark;
• variable short-term incentive related to the annual performance of the Region or the Group;
• variable long-term incentive focused on mid/long-term performance implying value creation against the Group strategic three-year plan;
• benefits not directly linked to the executive’s performance but related to market practice.

 

Coherently with the Group Reward Policy principles, Executive pay mix is composed of a significant variable component linked to results. Equally important is the focus given to sustainability, in fact, the mid-term variable component of the overall remuneration package is more substantial than its short-term portion.