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Long-term incentive plans

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

Long-term incentive plans

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
Approximate number of nominees 150 110 130 Nominations Q2/2021
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
Total shareholder return
Revenue growth
         
Restricted Share Plans        
  2018-2020 2019-2021 2020-2022 2021-2023
Approximate number of nominees 180 190 420 Nominations Q2/2021
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.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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