Principles of remuneration
Fees payable to Board members are determined annually by the Annual General Meeting. Board members who are also employees of the Company receive no Board fees. No specific fees are payable for work in the committees other than the standard Board fee.
Remuneration to the Board and senior management in 2015:
|Name||Basic salary/Board fees||Variable remuneration||Other benefits||Pension costs||Share- based payment||Total|
|Chairman of the Board, Jan Svensson||0.5||0.5|
|Board Member, Eric Douglas||0.4||0.4|
|Board Member, Cecilia Fasth||0.2||0.2|
|Board Member, Björn Karlsson||0.2||0.2|
|Board Member, Catherina Fored||0.2||0.2|
|Board Member, Fredrik Palmstierna||0.2||0.2|
|President and CEO||4.1||1.7||0.1||1.4||0.6||7.9|
|Other senior management (3 individuals)||4.5||1.2||0.3||1.4||0.5||7.9|
|Other senior management (3 individuals)||5.7||1.5||0.1||0.8||0.7||8.8|
Remuneration to the CEO and other senior management consists of basic salary, variable remuneration, company car benefits and pensions. The balance between basic salary and variable remuneration is to be in proportion to the employee’s responsibilities and authority.
For the CEO, annual variable remuneration is maximised at the equivalent of 50 per cent of fixed salary. The variable salary is based on the Group’s earnings per share. In addition to the annual bonus, the CEO is covered by the performance-based share-savings plan described below.
For other senior management, annual variable remuneration is capped at 30–40 per cent of basic salary. Variable remuneration is typically based on improvement, compared to the previous year, in terms of each individual’s respective responsibility for operating profit, the Group’s earnings per share and the outcome of individual activity plans.