Posti Group Corporation Group Suomeksi Home Services Responsibility Careers Group Information Contact Us Select Site Posti Group Group Information Corporate Governance Remuneration Statement Remuneration Statement The aim of the Posti Group’s reward policy is to motivate competent personnel at all organizational levels and increase their commitment to the company, as well as to reward them for results and successful outcomes. The company’s Board of Directors determines the principles according to which executive management and key personnel are remunerated and receive bonuses annually, on the recommendation of the Remuneration and Nomination Committee. Posti complies with the state-ownership guidelines concerning the remuneration and pension benefits of executive management. The Cabinet Committee on Economic Policy, representing the Government Ownership Steering Department, issued a new statement on the remuneration and pension benefits of management in companies with State ownership on August 13 2012. All reward schemes that begin after the issuance of the statement are in compliance with the guidelines contained therein. All previous reward schemes are in compliance with the Cabinet Committee on Economic Policy’s previous statement from 2009. Profit Sharing Bonus The profit sharing bonus shares the success of the company with its personnel. The profit-sharing scheme covers the entire personnel, excluding Posti Group Corporation’s Executive Board. The Board of Directors decides on the calculation principles and on the threshold target annually based on the Remuneration and Nomination Committee’s proposal. The profit sharing bonus is a percentage of Posti’s operating profit. In Finland, the profit sharing bonus is paid through the Personnel Fund and in other countries in cash. Year 2014 Year 2013 Year 2012 Short-term Incentives The short-term incentive bonus is linked to company performance and individual performance. The short-term incentive scheme is a monetary incentive scheme that guides activities towards strategic priorities. The performance-based incentives of the Group’s executive management and key employees are determined by the Board of Directors based on the proposal of the Remuneration and Nomination Committee. The performance-based incentive is paid in cash. The targets for the members of the Executive Board consist of Group, business group and individual level targets based on the strategic focus areas approved by the Board of Directors. Decisions concerning the remuneration of other personnel are made by the executive management based on the Board of Directors’ guidelines and Posti’s remuneration policy. The criteria for incentive bonuses are agreed with target and development discussions held between employees and their supervisors. Year 2015 Year 2014 Year 2013 Year 2012 Long-term Incentives The long-term incentive plan is a monetary incentive scheme designed to motivate, and retain in the service of the Group, key employees who are critical to the company’s success. The Group’s long-term incentive plans are intended to support the achievement of long-term targets. The plan is based on company-level performance. The Board of Directors approves the key employees entitled to participate in the long-term incentive plan. Participation is discretionary with no automatic entitlement from year to year. Each long-term incentive plan begins with a three-year performance period, during which participants may earn the right to incentive payment if the earning criteria set by the Board of Directors are fulfilled or exceeded. The performance period is followed by a payment period during which the participants are paid the incentive as defined in the rules for each incentive plan. Plan Performance measures Total maximum incentive Payment years of potential incentive LTI 6 Profitability and growth 40-100% of the employee's salary during plan earnings period 2015 and 2016 LTI 7 Profitability and growth 40% of the employee's one year's salary 2016, 2017 and 2018 LTI 8 Profitability 40% of the employee's one year's salary 2017, 2018 and 2019 See Also Supervisory Board Remuneration Board of Directors' Remuneration Remuneration to the President and CEO and the Executive Board SHARE Facebook Twitter LinkedIn CONTACT Contact information © Posti Group Corporation Privacy