Our remuneration principles aim to attract and retain the best talent, motivate key people and align the goals of the company's shareholders and executives to enhance the value of the company
TietoEVRY’s Board of Directors has approved these share-based incentive plans described in the tables below for key employees of TietoEVRY and its subsidiaries. The aim of the plans is to align the objectives of shareholders and key employees in order to increase the value of the company in the long term.
| Performance Share Plan | ||||
| 2018-2020 | 2019-2021 | 2020-2022 | 2021-2023 | |
| Number of employees | 150 | 110 | 130 | 115 |
| Max number of gross shares payable | 430 000 | 430 000 | 631 000 | 650 000 |
| Share delivery | 2021 | 2022 | 2023 | 2024 |
| Earnings criteria | Earnings per share 30% Total shareholder return 20% Revenue growth 50% |
Earnings per share 30% Total shareholder return 20% Revenue growth 50% |
Earnings per share 50% Total shareholder return 50% |
Earnings per share 33% Total shareholder return 33% Revenue growth 34% |
| Restricted Share Plans | ||||
| 2018-2020 | 2019-2021 | 2020-2022 | 2021-2023 | |
| Number of employees | 180 | 190 | 420 | 503 |
| Max number of Gross shares payable | 110 000 | 110 000 | 229 000 | 280 000 |
| Share delivery year | 2 021 | 2 022 | 2 023 | 2024 |
| Earnings criteria | The reward from the RSP will be based on a valid employment or director agreement of a key employee upon the reward payment | |||
| As defined in merger prospectus, EVRY share-based incentive plans are transitioned into Restricted Share Plans (RSP) in the new company. Tieto and EVRY Boards of Directors approved the merger plan which describes treatment of the non-vested options under the EVRY long-term incentive plans (LTIP) 2017, 2018. | ||||
| xEVRY interim LTIP | ||||
| LTIP 2017 | LTIP 2018 | |||
| Approximate number of nominees | 40 | 50 | ||
| Max number of gross shares payable | 192 349 | 223 294 | ||
| Share delivery | 2020-2021 | 2020-2022 | ||
| Earnings criteria | The reward from the RSP will be based on a valid employment or director agreement of a key employee upon the reward payment, holding period after vesting. | |||