BMW Annual General Meeting 2023
REMUNERATION SYSTEM FOR THE BOARD OF MANAGEMENT
OVERVIEW OF COMPENSATION COMPONENTS.
Base salary
Fixed remuneration
~27%¹4
Bonus
1,4
~ 30%
• Financial goals
• Non-financial goals
Target achievement 0 - 180%
ROCE5 (Automotive Segment)
• At least 2 strategic focus targets
Target achievement 0 - 180%
•
Share-based remuneration (LTI)
~
33 %14
Retirement benefits6
10%
1,3,4
1,4
Fringe benefits
~0.2%
.
General aspects
Maximum remuneration (€ 9.85m; € 5.5m, respectively € 4.925m 2).
ESG criteria as a part of the performance criteria.
.
Peer group comparison within selected targets.
• Clawback and Malus clauses related to variable compensation.
1 Schematic representation of the proportions based on the target remuneration for the Chairman of the Board of
Management for financial year 2022 as an example.
2 Chairman of the Board of Management, member of the Board of Management in the 2nd period of office or 4th year
of mandate, and member of the Board of Management in 1st period of office.
3 Pension contribution p.a..
4 Due to roundings, percentage values may not add up to 100 %.
5 Return on Capital Employed (ROCE). A description can be found in the BMW Group Report 2022, p. 46 et seqq.
6 Further details can be found in the BMW Group Report 2022, p. 281-282.
7 Based on contractual agreements; main points cover non-cash benefits from the use of company cars and the BMW
chauffeur service, insurance premiums, contributions towards security systems, employee discounts.
BMW - Annual General Meeting 2023 - Investor presentation - March 2023
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