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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        
  2019-2021 2020-2022 2021-2023 2022-2024
Number of employees 110 130 115  
Max number of gross shares payable 430 000 631 000 650 000 1 080 000
Share delivery 2022 2023 2024 2025
Earnings criteria 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%
Total shareholder return 60%
Revenue growth 30%
ESG 10%
(5% CO2 reduction, 5% gender diversity)

         
Restricted Share Plans        
  2019-2021 2020-2022 2021-2023 2022-2024
Number of employees 190 420 503  
Max number of Gross shares payable 110 000 299 000 280 000 120 000
Share delivery year 2022 2023 2024 2025
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) 2018.  
xEVRY interim LTIP        
  LTIP 2018      
Approximate number of nominees 50      
Max number of gross shares payable 223 294      
Share delivery 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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