Groupe Renault - 2020 Universal Registration Document

308 GROUPE RENAULT I UNIVERSAL REGISTRATION DOCUMENT 2020 Find out more at group.renault.com 03 COMPENSATION OF DIRECTORS AND CORPORATE OFFICERS CORPORATE GOVERNANCE Compensation components submitted for approval Amounts paid during the past financial year Amounts awarded in respect of the past financial year or book value Presentation Number of new partnership projects : the Alliance is constantly looking for P opportunities for cooperation and partnerships in order to optimise the use of available resources. An agreement has been reached with Daimler to continue cooperation on the new generation of compact light commercial vehicles to be launched in 2021. Other projects are being studied with various partners. On the recommendation of the Governance and Compensation Committee, the Board considered that this indicator had been achieved. Quality of CSR and environmental commitments : 16.66% (out of a maximum of b) 16.66%) All indicators related to this criterion have been met or exceeded: Health and safety (accident frequency rate) : workplace safety objectives are P measured in particular by the FR1 rate (frequency rate of accidents at work for Renault employees requiring outside care); the FR1 rate decreased in 2020 and stands at 1.33%, i.e. beyond the target which was set at 1.5%. There was also a notable drop in the most serious accidents; Gender pay-gap ratio: specific actions in each country led to a reduction in the P average wage gap between men and women. The target of an average gap of 4.1% has been exceeded to reach a rate of 2.8% by the end of 2020; Car recycling rate : the car recycling rate target has been achieved; P Maintaining good employee-employer relations worldwide and particularly in P France (measured by the rate of commitment in the employee satisfaction survey) : despite a very difficult context linked to the Covid-19 crisis, the rate of 76% was reached in 2020 (the same as in 2019). Customer satisfaction / Quality : 11.11% (out of a maximum of 16.66%) c) Out of three indicators related to this criterion, two have been achieved: Incident rate : this indicator, called GMF 3MIS WORLD, is a measurement of the P number of incidents on vehicles after three months on the road. The reduction of this rate has been achieved with, at the end of September 2020, a 16% reduction compared to the previous year for an annual reduction target of 15%. On the recommendation of the Governance and Compensation Committee, the Board considered that this indicator had been achieved; Number of complaints per vehicle: this indicator was not available because the P survey was stopped in the course of the year due to the Covid-19 crisis. On the recommendation of the Governance and Compensation Committee, the Board considered that this indicator had not been achieved; Customer satisfaction level : this level is measured through satisfaction surveys P conducted among customers who visited Groupe Renault's sales and after-sales dealerships. Each customer gives a score and the final result is the dealer's Net Promotor Score (NPS). This NPS is then consolidated by country by summing up all the dealers' NPS in the country. This KPI aims to significantly improve the NPS in at least 80% of Renault's 16 largest markets (France, Germany, Italy, Spain, United Kingdom, Poland, Belgium, Romania, Russia (excluding Lada in 2020), Turkey, Morocco, India, Argentina, Brazil, Colombia, South Korea). The result obtained on this scope was 81%, exceeding the target set. On the recommendation of the Governance and Compensation Committee, the Board considered that this indicator had been achieved. Having noted that the overall achievement rate of the performance criteria was 64.43% for the 2020 financial year and recalling that Mr. Luca de Meo’s gross annual fixed compensation was €650,000 for his term of office during the 2020 financial year (gross annual amount of €1,300,000 prorated over the period from July 1, to December 31, 2020), the Board of Directors decided to set Mr. Luca de Meo’s gross variable compensation in respect of the 2020 financial year at €418,773. Multiyear variable compensation N/A N/A The Chief Executive Officer does not receive any multi-year variable compensation. Exceptional compensation N/A N/A The Chief Executive Officer does not receive any exceptional compensation.