The remuneration of the Supervisory Board was adopted at the General Meeting of Shareholders on 23 April 2007 for a minimum of three years.
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A Remuneration Committee, comprising members of the Supervisory Board, has been appointed.
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The remuneration principles relate to the size (level of remuneration) and structure of the remuneration package provided for the Management Board of Corio N.V.
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A specific labour market reference group has been defined to enable scope comparison of the overall remuneration package.
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The total remuneration of the Management Board of Corio N.V. consists of:
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The annual salary of the Management Board is in line with the labour-market reference group, taking into consideration Corio’s size compared with other companies in the reference group.
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All members of the Management Board are eligible for variable remuneration if they achieve certain pre-agreed performance criteria that support Corio’s short and long-term objectives.
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Performance criteria and targets relating to short-term bonuses are formulated and set at the start of each year (performance-related contract).
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The long-term bonus scheme was revised in 2008 and is now based on a system of conditionally awarding units every year.
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The members of the Management Board each have their own individual pension plans.
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