Company: CSCIF
Filing Date: 2025-04-09
Form Type: 20-F
Source: 0001641172-25-003456
Chunk: 98

Company: COSCIENS Biopharma Inc.
Filing Date: 2025-04-09
Form: 20-F
Item: Item 6
Chunk 98
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 our
directors, certain executive officers and other participants as may be designated from time to time by either the Board or the NGCC;
and (iv) other elements of compensation, consisting of benefits, perquisites and retirement benefits.

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Base Salary. Base salaries are intended to
provide a steady income to our executive officers regardless of share price. In determining individual base salaries, the NGCC takes
into consideration individual circumstances that may include the scope of an executive’s position, the executive’s relevant
competencies or experience and retention risk. The NGCC also takes into consideration the fulfillment of our corporate objectives, as
well as the individual performance of the executive.

Short-Term, Non-Equity Incentive Compensation. Our short-term, non-equity incentive compensation plan sets a target cash bonus for each executive officer, expressed as a percentage
of the executive officer’s base salary. The amount of cash bonus paid to an executive officer depends on the extent to which he
or she contributed to the achievement of the annual performance objectives established by the Board for the year. The annual performance
objectives are specific operational, clinical, regulatory, financial, commercial and corporate goals that are intended to advance our
product pipeline, to promote the success of our commercial efforts and to enhance our financial position. The annual performance objectives
are set at the end of each financial year as part of the annual review of corporate strategies. The performance objectives are not established
for individual executive officers but rather by functional area(s), many of which are carried out by or fall within the responsibility
of our President and Chief Executive Officer, Chief Financial Officer (or principal financial officer) and our other executive officers,
including our Named Executive Officers. The award of a cash bonus requires the approval of both the NGCC and the Board and is based upon
an assessment of each individual’s performance, as well as our overall performance at a corporate level. The determination of individual
performance does not involve quantitative measures using a mathematical calculation in which each individual performance objective is
given a numerical weight. Instead, the NGCC’s determination of individual performance is a subjective determination as to whether
a particular executive officer substantially achieved the stated objectives or over-performed or under-performed with respect to corporate
objectives that were deemed to be important to our success.

Long-Term Equity Compensation Plan of Executive
Officers. The long-term component of the compensation of our executive officers is based exclusively on the Long-Term Incentive Plan,
which permits the issuance of a number