Compensation Report

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2. Compensation policy and principles 

Zehnder Group’s executives and employees constitute the company’s most valuable assets. There would be no entrepreneurial success without their commitment and professionalism. Consequently, the objectives of the compensation policy are to recruit and retain qualified employees, to drive best-in-class performance, to ensure market-based pay, and to encourage behaviour that is in line with the company’s values and high standards of integrity. The compensation programmes are designed to fulfil these fundamental objectives based on the defined compensation principles.

Compensation policy and principles for executives and employees

Alignment to business strategy

Compensation programmes are designed to support the business strategy.

Reward for sustainable performance

Variable compensation is based on the profitability of the company and its businesses, hence the performance management process is a central management tool to drive sustainable performance.

Participation in the company’s long-term success

Executives enjoy the opportunity to participate in the company’s long-term success through the variable long-term compensation plan and the Zehnder Group Management Share Plan.

Market competitiveness

Compensation is regularly benchmarked against market practice. The objective is to target median compensation of the relevant benchmark considering the experience in the role.

Transparency and fairness

Compensation decisions are transparent and fair. The global grading system ensures comparability across the organisation.

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