Long-term incentive for executives
Pursuant to the recommendation in Subsection 7.1.3 of the German Corporate Governance Code, the share-based compensation of executives of METRO GROUP will also be reported in the following section.
Sustainable performance plan / Sustainable performance plan version 2014
The sustainable performance plan and the sustainable performance plan version 2014 apply not only to the members of the Management Board, but also to high-level executives of METRO AG as well as to high-level managing directors and executives of METRO GROUP companies. Eligible managers are given an individual target amount in accordance with the significance of their responsibilities. The additional rules of this plan correspond to the provisions for the Management Board.
Sustainable performance plan / Sustainable performance plan version 2014
| Download XLS (22KB) |
Tranche |
End of the performance period |
Starting price for the TSR component |
Target amount executives as of 30/9/2015 |
2013/14 |
41st trading day following the Annual General Meeting three years after the issuance of the tranche |
€29.73 |
€3,100,000 |
2014/15 |
41st trading day following the Annual General Meeting three years after the issuance of the tranche |
€31.69 |
€23,400,000 |
The value of the tranches allotted in financial year 2014/15 as part of the sustainable performance plan version 2014 amounted to €33.7 million at the time of granting (previous year sustainable performance plan: €2.3 million) and was calculated by external experts using recognised financial-mathematical methods.
Performance share plan
The performance share plan 2009–2013 also applies not only to the members of the Management Board, but also to high-level executives of METRO AG as well as to high-level managing directors and executives of METRO GROUP companies. Under this scheme, eligible managers are given an individual target amount as part of the performance share plan (target value) in accordance with the significance of their responsibilities. The additional rules of this plan correspond to the provisions for the Management Board.
With the performance share plan, the share ownership guidelines were also applied to this group of eligible individuals. The required investment volume generally amounts to approximately 50 per cent of the individual target value.
Like those for the Management Board, the following conditions apply:
Performance share plan
| Download XLS (22KB) |
Tranche |
End of vesting period |
Three-month average price before grant |
Number of performance shares for executives as of 30/9/2015 |
2009 |
August 2012 |
€36.67 |
Expired |
2010 |
August 2013 |
€42.91 |
Expired |
2011 |
August 2014 |
€41.73 |
278,696 |
2012 |
April 2015 |
€29.18 |
421,179 |
2013 |
April 2016 |
€22.84 |
582,750 |
The vesting period for the 2011 and 2012 tranches ended in August 2014 and April 2015, respectively. No payouts from these tranches were made in financial year 2014/15.