Compensation, shareholdings and loans
The remuneration structure of the Board of Directors is annually reviewed and determined at the discretion of the Board of Directors. It consists of fixed fees and grants of Barry Callebaut AG share awards. In order to reinforce the independence of the Board in exercising its supervisory duties towards executive management, its remuneration is not linked to any performance criteria. Board members do not receive any lump-sum payments for expenses. The remuneration of the members of the Board is subject to the mandatory social security contributions.
Remuneration of the Board of Directors for fiscal year 2019/20 (audited figures)

Remuneration of the Executive Committee
The individual remuneration of the members of the Executive Committee is reviewed annually and determined at the discretion of the Board of Directors, based on the proposal of the NCC, in accordance with the principles set out in the Executive Total Reward Policy, market information and data, scope and level of responsibility of the position, and profile of the incumbents in terms of qualification, experience and skills set.
The remuneration structure for the Executive Committee of Barry Callebaut consists of four main remuneration elements: a fixed annual base salary, an annual short-term cash bonus pursuant to the Company’s Short-Term Incentive Plan, share-based long-term incentives pursuant to the Company’s Long-Term Incentive Plan and other benefits.
Base salary |
Annual gross base salary |
|
|
Variable annual bonus |
Barry Callebaut Short-Term Incentive Plan (STIP) |
|
|
Share awards |
Barry Callebaut Long-Term Incentive Plan (LTIP) |
|
|
Other benefits |
Risk benefits and perquisites |
|
Performance achievement scenario
Performance achievement scenario |
Share awards |
Share awards |
Share awards |
Total share awards vested over a |
|
100% achievement of performance criteria |
25% |
25% |
50% |
100% |
|
Top achievement of performance criteria (cap) |
25% |
25% |
150% |
200% |
|
Lowest achievement of performance criteria (floor) |
25% |
25% |
0% |
50% |
Remuneration of the Executive Committee for fiscal year 2019/20 (audited figures)
