Omni-channel Growth and Financial Performance
Top management compensation structure overview
Annual compensation structure
detsky mir
CEO
<<CEO-1>>
<<CEO-2>>
Fixed
50%
50%-80%
60%-85%
Total
50%
20%-50%
15%-40%
Variable
Incl. Financial()
30%
5%-20%
4%-14%
Incl. Functional(2)
20%
15%-30%
10%-26%
Last LTI programme
At IPO
%-based payment linked to valuation
increase at IPO
Amount calculated as 3% from the
differential between new liquidity event (i.e.
IPO) price and RCIF price in 2015
50%/50% cash and share based payments
(via purchases of shares in the open market)
Sources: Company data
After IPO
☐
Approved by the Board of Directors in August 2017
■
Covers the 3-year period to February 2020, the third anniversary of the
Company's IPO, senior management in continuing employment by the
Company as of that anniversary will be eligible for cash payments from
a pool equivalent in value to up to 4.6% of the increase in the
Company's stock market value (including dividend payments) over the
period
The LTIP also provides for additional cash payments expected to total
around RUB 500m (plus any social taxes)
New equity-based compensation programme
The new 3-year LTIP
☐
Approved by the Board of Directors in October 2019
☐
☐
Covers the 3-year period from the end date of the
previous program (Feb 8, 2020) to February 7, 2023
Senior management team in continuing employment by
the Company and in program membership as of April 30,
2024 will be eligible for the Company's share grants and
cash payments from a bonus fund valued at up to 4.6% of
the increase in the Company's stock market value (incl.
dividend payments) over the period. The new LTIP
includes more than 40 key employees of the Company
In 2022, the Company plans to increase the number of
LTI program participants
Incentive program to cement the management's long-term focus on shareholder value creation
Notes: (1) Financial KPIs - EBITDA, net income, revenues; (2) Functional KPIs - specific operational KPIs, individual for each role
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