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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          
  2020-2022 2021-2023 2022-2024 2023-2025 2024-2026
Number of employees 130 115 535 534  
Max number of gross shares payable 631 000 650 000 1 080 000 1 080 000 1 080 000
Share delivery 2023 2024 2025 2026 2027
Earnings criteria 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)

Total shareholder return 80%
CO2  reduction 10%, gender diversity 10%
Total shareholder return: Relative TSR 50%, Absolute TSR 30%,
CO2 reduction 10%, gender diversity 10%
         

 

Restricted Share Plans        

 

  2020-2022 2021-2023 2022-2024 2023-2025

2024-2026

Number of employees 420 503 162 161

 

Max number of Gross shares payable 299 000 280 000 120 000 120 000 120 000
Share delivery year 2023 2024 2025 2026 2027
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      
         
Share delivery          
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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