Abstract

Adequately compensates the skills, professionalism and contribution required from the position held, with the goal of also supporting motivation for retention purposes

Fixed remuneration is calculated based on the position and the responsibilities assigned, with reference to the levels adopted for equivalent positions on the market with possible annual adjustments established for merit (continuity of individual performance) or for progression in the position/responsibility

Provided annually in a monetary form, it is an instrument that is helpful in motivating and directing management’s action in the short-term, in line with the corporate targets set by the Board of Directors.
The amount of the short-term incentive depends on the position held and company and individual performance results

Corporate/CEO Targets:
- Free Cash Flow (30%)
- Investments (20%)
- Operational Efficiency (30%)
- Development of non-regulated activities - CNG (10%)
- Sustainability (accident frequency index for employees and contract workers - DJSI, FTSE4GOOD and VigeoEurope indexes) (10%)
DIRS Targets: the AMI is calculated at 50% from the results of the targets assigned to the CEO and, for the remaining 50%, from individual targets (focused on economic/financial, operational and industrial performance, internal efficiency and sustainability)
Clauses Claw Back

Reserved for those holding positions with the most direct responsibility for company results, guarantees greater alignment between the interests of shareholders and the actions of management

Plan with annual granting and three-year vesting period
Indicators: EBITDA (60%);
Adjusted Net Profit (30%);
Sustainability (10%)
Incentive assignment: depending on the position held
Incentive provision: average of the results of the indicators in the three-year vesting period:
- EBITDA measured in relation to the budget on a linear scale;
- Adjusted Net Profit measured in relation to the budget on a linear scale;
- Sustainability measured on the basis of the annually defined targets.
Claw-back clauses

They are an integral part of the remuneration package and, by their nature, mainly involve healthcare or pensions

Continuously defined with the Policy implemented in recent years and in compliance with what is required by national negotiations and supplementary corporate agreements for senior management