Investor Presentaiton
TOP MANAGEMENT INCENTIVE SCHEMES
FOR EXECUTIVE MEMBERS, AROUND 2/3 OF TOTAL REMUNERATION IS VARIABLE AND PERFORMANCE DRIVEN, WITH
NON-FINANCIAL KPIS INCLUDING GHG GOAL ALSO INCLUDED
SHORT-TERM INCENTIVES
► Bonus opportunity between 0.70x and 1x of annual base salary, depending on the job level (Hay grades)
► Payout linked to yearly performance based on financial, operational and individual measures:
Financial measures: MOL Group level EBITDA and other relevant financial indicators such as efficiency, investment and cost-related indicators to achieve the 2030 strategic
targets of MOL Group for Chief Executives' Committee members, on operative and financial measures reflecting annual priorities and the strategic direction of each
business division within the framework of the Group's long-term strategy
▸ Non-financial measures: Safety included as a number one Group priority (TRIR), GHG emission target is included as of 2024
► In MOL Hungary, managers can enter a voluntary short-term share ownership program instead of the regular performance management system (bonus scheme) to further
strengthen the alignment between the interest of our shareholders
LONG-TERM INCENTIVE
► As of 1 January, 2021 a new, simple long-term incentive program, the Restricted Share Plan was launched replacing the former Absolute Share Value Based and Relative
Market Index Based Plans
► It's a 3-year long plan, payment is in the 4th year, starts each year
► Base entitlement is defined MOL shares in line with management level
▸ The program is performance driven: base entitlement is multiplied by company performance (MOL Clean CCS EBITDA without threshold) and individual performance up to
150%) of the 1st year of the program
► Dividend equivalent is also incorporated into the final remuneration taking closer the executives to the shareholders interests
► Generally, in MOL Hungary, payout of the incentive is due in MOL shares in order to further strengthen the alignment between the interest of our shareholders and MOL
management.
28%
40%
44% C-CEO
28%
G-CEO
REMUNERATION MIX
30%
30%
32%
32%
35%
41%
D-CEO
G-CFO
41% Other
executives
30%
35%
Base Salary
27%
27%
Short Term Incentives
Long Term Incentives
We refer to the members of the Chief Executives' Committee and Management Committee as Executive Members. In case of long-term incentive the ratio of this remuneration element is calculated with the average MOL share price of year 2023
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