IBERSOL | Integrated Management Report 2022

INTEGRATED MANAGEMENT REPORT 2022 (II) The variable component corresponds to a maximum annual amount fixed at 100%of the fixed remuneration. The calculation of the amount tobe attributed will result from an annual performance evaluation that will take into account quantitative indicators - in line with the strategic objectives and business plans approved by the Company’s Board of Directors and qualitative indicators considered fundamental for the sustainability of the business in the long term; (III) Quantitative objectives weigh 50% in the calculation of individual performance and reflect performance related to the company’s real growth and the return generated for shareholders. Financial performance indicators will be weighted in accordance with the Company’s strategic priorities, the business context and the evolution of results; IV) Qualitative individual objectives weigh 50% in the performance calculation. The Committee assesses the actual implementation of transversal projects to the Group’s companies that ensure future business competitiveness and long-termsustainability. Themeasurement indicators are as follows: strategic vision and allocation of resources/investments; organizational health, talent agenda and multi-stakeholder relationships; (V) The allocation of the annual variable component must meet the following criteria: a) if the individual performance does not meet any of the objectives set (quantitative or qualitative), there will be no allocation of the annual variable component; b) if the individual performance is equal or superior, in all or some of the objectives, the variable remuneration may fluctuate between 50% and 100% of the maximum value foreseen for the variable remuneration. (VI) The performance evaluation process of the executive directors is annual, based on concrete evidence that are made available to the Remuneration Committee for regular monitoring of the level of compliance with the approved targets. In accordance with established procedures, the annual performance cycle is concluded with the attribution of the variable component in the first half of the year following the one assessed, after the results for the year have been determined. The total remuneration (fixed and variable) must ensure a competitive amount in terms of the market and serve as an incentive for individual and collective performance, through the definition of ambitious goals with a view to guaranteeing growth and adequate levels of return for shareholders. 359