Investor Presentaiton

Governance Remuneration policy SALCEF GROUP > The Remuneration Policy 2022, approved by the AGM on 29 April 2022, confirmed ESG targets (HR and HSE) both for short-term and long- term incentive schemes and introduced the Long-term incentive schemes also for Executives with Strategic Responsibilities (ESR) Implementation conditions Amount Component Aims and characteristics Recipients: CEO, Executive Chairman Objectives: EBITDA (55%), Net profit (30%), Injury index (10%), Employees training (5%) Performance gate: Consolidated EBITDA 40% of the Fixed rem. at target Short-term variable remuneration (MBO) Long-term variable remuneration (LTI) The annual variable component aims to recognize and reward the achievement of results linked to annual economic- financial and non-financial objectives, constituting an important motivational lever The long-term variable component ensures alignment between the interests of management and the interests of shareholders over the medium to long term. Economic objectives are complemented by non-financial objectives intended to ensure the Group's viable success Type: 100% monetary Recipients: ESR + other executives Objectives: EBITDA + objectives linked to the specific organizational areas of competence (20% ESG) Performance gate: Consolidated EBITDA Type: Mixed with 75% monetary paid up-front and 25% in shares to be paid in two tranches of equal amount (Stock Grant Plan 2022-2025) with different vesting period Recipients: CEO, Executive Chairman Objectives: cumulative EBITDA 2021-23 (55%), Cumulative revenues 2021-23 (30%), Injury index over three-year period (10%), Employees training over three-year period (5%) Performance gate: Consolidated EBITDA Type: 100% monetary to be paid at the approval of FY 2023 Financial Statement Recipients: ESR Objectives: cumulative EBITDA 2022-23 (55%), cumulative revenues 2022-23 (30%), Injury index over two-year period (10%), Employees training over two-year period (5%) Performance gate: Consolidated EBITDA Type: 100% shares (2022-2023 Performance share plan) Payout scale: 0% 20% of the Fixed rem. at target till 70% of the target and then linear up to max 140% in case of overperformance Payout scale: 0% till 70% of the target and then linear up to max 140% in case of overperformance 60% of the Fixed rem. at target 20% of the Fixed rem. at target Closed plan with two-year vesting 60% granted up front 40% granted after 3 years 53

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