There is a separately set STI each year, as well as a PSP and RSP earned over a multi-year accrual period:
The Board of Directors decides on the remuneration of the CEO within the framework of the remuneration policy for governing bodies presented to the Annual General Meeting. The CEO’s remuneration consists of a fixed monthly salary, supplementary pension and fringe benefits, a short-term incentive (STI) scheme, and long-term share-based incentive schemes (Performance Share Plan (PSP) and Restricted Share Plan (RSP)).
The criteria for the short-term incentive scheme are personal targets and financial targets, which are EBITDA (30% weighting), revenue growth (50% weighting), and cash flow (20% weighting) at the Group level. Personal targets aim to promote the strategy and business.
The performance metrics based on which any share rewards under the PSP 2024-2026 and PSP 2025-2027 programs are paid are the development of the company’s total shareholder return (absolute TSR, weighting 70%) and earnings per share (EPS, weighting 30%).
So as long as almost any of the company’s figures go up, there will always be bonuses. Additionally, the RSP grants even more shares that are not tied to any key performance indicators.