IBERSOL | Integrated Management Report - 2024

INTEGRATED MANAGEMENT REPORT 2024 fixed at 100% of the fixed remuneration. The calculation of the amount to be attributed will result from an annual performance evaluation that will take into account quantitative indicators - in line with the strate- gic 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 perfor- mance 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 cal- culation. The Committee assesses the actual implementation of trans- versal projects to the Group’s companies that ensure future business competitiveness and long-term sustainability. The measurement indi- cators are as follows: strategic vision and allocation of resources/in- vestments; 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 Re- muneration Committee for regular monitoring of the level of compli- ance with the approved targets. In accordance with established proce- dures, 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. 335