Hugo Boss Investor Presentation Deck
PAGE 71
COMPENSATION SYSTEM
STRONGLY SUPPORTING LONG-TERM TARGETS
Components STI
Performance
Targets
Weight
Comment
Short-term variable compensation
EBIT
40%
STI FOCUS ON:
SALES
30%
Trade net
working
capital
(TNWC)
30%
Stable free cash flow generation by optimizing
the most important value drivers
LTI
Long-term variable compensation
Relative
total
shareholder
return
(RTSR)
1/3
Return on
capital
employed
(ROCE)
1/3
Employee
satisfaction
1/6
LTI PROVIDES STRONG INCENTIVES FOR:
The successful execution of the group strategy
The value creation and long-term development
The increase of employee satisfaction and trust
The achievement of ambitious sustainably goals
Perfor-
mance in
Sustain-
ability
1/6
HUGO BOSS
PERFORMANCE-
RELATED
COMPENSATION
SYSTEMView entire presentation