Disclosure of compensation of executive company officers in accordance with the recommendations of the AFEP-MEDEF Code

At its meeting on 21 February 2024, having heard the recommendations of the Compensation Committee, the Board of Directors of Sopra Steria Group decided that, pursuant to targets set, the AVC (Annual Variable Compensation) of the Chief Executive Officer, Cyril Malargé, in respect of financial year 2023 is as follows:

Executive management – details of calculation method for 2023 variable compensation

Criterion	Type	Potential amount as % of AVC ¹	Potential amount in €	Threshold	Target	Performance	Amount assigned
Marge opérationnelle d’activité consolidée	Quantifiable	50,0%	€150,000	8,9%	9,3%	9,4%	€150,000
Croissance du chiffre d’affaires consolidé	Quantifiable	10,0%	€30,000	3,0%	6,0%	6,6%	€30,000
Féminisation du management du Groupe (% de femmes dans les deux positions hiérarchiques les plus élevées N5 & N6)	Quantifiable	5,0%	€15,000	19,0%	20,0%	> 20,0%	€15,000
Réduction des émissions directes de GES² par employé (SBTi III)³ (eq. tonne CO₂)	Quantifiable	5,0%	€15,000	0,74 teqCO₂	0,69 teqCO₂	< 0,69 teqCO₂	€15,000
Objectif qualitatif lié aux nécessités induites par le projet stratégique et l’organisation opérationnelle	Qualitatif	30,0%	€90,000			Target met at around 90%	€80,000
Total		100,0%	€300,000				€290,000

^[1] AVC: Annual variable compensation
^[2] GHG: Greenhouse gas
^[3] Science Based Targets Initiative. Initiative.

The Board of Directors approved the total amount of €290,000.

For information: :

Performance criterion were applied as planned when established on 15 March 2023. No amounts are due at the threshold value and the calculation is linear between the threshold and the target;
Total compensation is compliant with the compensation policy and contributes to the Company’s long-term targets. It encourages management to steer profitable growth, based on a value ramp-up of the Group’s services;
Qualitative targets encouraged management to focus efforts on priorities required by the strategic plan and operational organisation.
The Nomination, Governance, Ethics and Corporate Responsibility Committee noted that the Company is on track to achieve the targets set for greenhouse gas emissions and that it has already achieved its 2025 targets relating to boosting the proportion of women in senior management positions at the Group (% women in the two highest echelons of the organisation). The Compensation Committee also noted this.