4. Remuneration at a glance
Board of Directors
Summary of current remuneration system
In order to ensure the independence in their supervisory function, members of the Board of Directors (BoD) receive a fixed remuneration in the form of cash and shares with a blocking period of four years.
Annual fees |
|
in CHF |
|
Delivery |
|---|---|---|---|---|
Chair |
|
885,000 |
|
Cash and restricted shares |
Vice Chair |
|
245,000 |
|
Restricted shares |
Member of the BoD |
|
190,000 |
|
Restricted shares |
Chair of NCC/Audit Committee |
|
45,000 |
|
Restricted shares |
Member of NCC/Audit Committee |
|
30,000 |
|
Restricted shares |
Expense allowance |
|
15,000 |
|
Cash |
See also 6. Remuneration architecture for the Board of Directors.
Remuneration in 2024
The remuneration awarded to the Board of Directors for the term of office until the Annual General Meeting 2025 is within the limits approved by the shareholders at the Annual General Meetings:
Comparison period |
|
Approved amount (CHF) |
|
Effective amount (CHF) |
||||
|---|---|---|---|---|---|---|---|---|
AGM 2023–AGM 2024 |
|
2,350,000 |
|
2,286,809 |
||||
AGM 2024–AGM 2025 |
|
2,350,000 |
|
2,287,217 1 |
||||
|
||||||||
Group Executive Board
Summary of current remuneration system
The remuneration of the Group Executive Board consists of fixed and variable elements. Base salary and benefits form the fixed remuneration and are based on prevalent market practice. The variable remuneration is a group participation system designed to drive and reward best-in-class performance based on ambitious targets and align to shareholders’ interests. It consists of short-term and long-term elements:
Base Salary |
|
Annual Base salary |
|
Pay for the function |
|
|
|
Fixed remuneration |
|---|---|---|---|---|---|---|---|---|
Benefits |
|
Pension |
|
Cover retirement, death and disability risks, attract and retain |
|
|
|
|
Short-Term Participation |
|
Short-Term Participation (STP) |
|
Drive and reward performance, attract and retain |
|
|
|
Variable remuneration |
|
Share Participation Programme (MSPP) |
|
Align with shareholders’ interests |
|
|
|
||
Long-Term Participation |
|
Long-Term Participation (LTP) (Stock Option Programme/MSOP) |
|
Drive and reward long-term performance, align with shareholders’ interests, attract and retain |
|
|
|
See also 7. Remuneration architecture for the Group Executive Board.
Remuneration in 2024
The total remuneration awarded to the Group Executive Board in the financial year 2024 is within the limits approved by the shareholders at the Annual General Meeting:
Comparison period |
|
Approved amount (CHF) |
|
Effective amount (CHF) |
|---|---|---|---|---|
Financial year 2024 |
|
12,900,000 |
|
11,566,223 |
Performance in the financial year 2024
All four Group financial goals were exceeded, the ESG goal was achieved on target and the Group Executive Board achieved outstanding individual performance.
See also 9.1 Remuneration awarded to the Group Executive Board in 2024.
Share ownership guidelines
|
|
CEO |
|
Other Group Executive Board Members |
|---|---|---|---|---|
Expected level of shareholding |
|
3× annual base salary |
|
1.5× annual base salary |
At the end of the reporting year, the CEO held the equivalent of 12.1 times his annual base salary in Geberit shares and on average, the other GEB members held 3.7 times their annual base salary.