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Detailed remuneration policy
Non-Executive members of the Board
Each non-executive Member of the Board of Directors receives an annual fixed fee of € 80,000, as well as a fee for participation in Board meetings of € 5,000 per meeting attended. The Chairman of the Board receives an annual fixed fee of € 180,000 for carrying out this role, as well as a fee for participation in Board meetings of € 10,000 per meeting attended.
The Chairmen of each of the Board Committees receive an additional annual fixed fee of € 30,000. The members of each of the Board Committees receive an additional annual fixed fee of € 20,000 for each Committee Membership. Committee chairmanship and Committee Membership annual fees are cumulative if the concerned non-executive Members of the Board of Directors belong to two different Committees.
Non-executive Members of the Board of Directors are not entitled to variable remuneration or grants under EADS’ Long-Term Incentive Plans.
Chief Executive Officer
The Chief Executive Officer (the sole Executive member of the Board) does not receive fees for participation in Board meetings or any dedicated compensation as member of the Board of Directors. Rather, the remuneration policy for the Chief Executive Officer (as well as the other members of the Executive Committee) is designed to balance short term operational performance with the mid- and long term objectives of the Company and consists of the following main elements:
| Remuneration element | Main drivers | Performance measures | % of total target remuneration/ % of vesting |
| Base Salary | Reward market value of job/position | Not applicable | EADS CEO: 45% of total target remuneration Other members of the Executive Committee: 50% of total target remuneration |
| Annual variable remuneration | Reward annual performance based on achievement of Company performance measures and individual/team objectives, including financial and non-financial targets | Collective part (50% of target variable remuneration): EBIT* (2) (50%), Cash (50%)
| EADS CEO: |
| Long term incentive plan (performance units) | Reward long-term Company performance on financial targets | The number of performance units which will vest is based on 3 year absolute average earning per share at EADS level | Vested performance units will range from 50% to 150% of initial grant (1) |
| (1) In case of absolute negative results during the performance period, the Board of Directors can decide to review the vesting of the performance units including the 50% portion which is not subject to performance conditions (additional vesting condition). | |||
In addition, the Chief Executive Officer (as well as the other members of the Executive Committee) is entitled to pension and other benefits as described in the following sections.
