THE NEW MONCLER INVESTOR RELATIONS APP IS NOW AVAILABLE

The Remuneration Reports in this section are approved annually by the Board of Directors of Moncler S.p.A., on the recommendation of the Nomination and Remuneration Committee. They consist of two sections:

 

• Section I illustrates (i) the Remuneration Policy adopted by the Company with reference to at least the financial year in which they are submitted during the Shareholders’ Meeting for approval, and (ii) the procedures used for adoption and implementation of the Policy;

• Section II shows the fees paid by the Company and its associate companies during the financial year covered by the Report, regardless of their type or method, to Directors, Managers with Strategic Responsibility and Members of the Board of Auditors, including details of each accounting entry that makes up the remuneration.

 

Section II, pursuant to Art. 84-quater, paragraph 4 of the Issuers’ Regulations, also shows, in specific tables, details regarding shareholdings (in the Company and in its subsidiaries) held by the Directors, Auditors and Managers with Strategic Responsibility, as well as spouses that are not legally separated and offspring who are still minors, directly or indirectly through subsidiaries, trust companies or third parties, as shown in the shareholders’ register, in notices received, and by other information obtained from the aforementioned Directors, Auditors and Managers with Strategic Responsibility.

 

As listed company, the Moncler Remuneration Policy for Group Directors and Strategic Executives is in line with the recommendations set forth in the Corporate Governance Code for Italian Listed Companies issued by Borsa Italiana.
Remuneration for Company employees takes into consideration specific criteria, including market standards and internal fairness, roles and responsibilities, and distinctive skills and competencies, with every effort made to ensure the highest levels of objectivity to prevent any form of bias or discrimination. Annual compensation reviews are based on meritocracy, rewarding talent based on business results and individual performance outcomes.

 

In the short-term variable component, Management By Objectives (MBO), strategic goals are translated into a set of KPIs based on a Balance Scorecard system on 4 dimensions:

 

• Finance
• Customer
• Process
• Learning and Growth

 

For the top line of management KPIs are mainly focused on quantitative targets related to the overall Group performance, in particular Group Ebitda.
Financial indicators are declined in a double perspective: collective and individual, to increase the alignment to the business outcomes and improve the boost capacity of the system.
Only performances over the target are rewarded, with increasing payout, as per the scheme below:

 

 

For Group Directors and Strategic Executives the MBO scheme is:

 

– 60% Group Ebitda
– 30% Free Cash Flow
– 10% Sustainability Plan accomplishment.

 

Claw-back and Malus Condition clauses are also in place.

  Excerpt from Press Release Relating to Changes to Remuneration Policy
  Report on Remuneration for 2016
  Report on Remuneration for 2015
  Report on Remuneration for 2014
  Report on Remuneration for 2013
INCENTIVE PLANS
Performance Shares 2016-2018
  Information Document on the 2016 - 2018 Performance Share Plan
  Directors' report on the 2016 - 2018 Performance Share Plan
  Directors' report on the capital increase
Performance Stock Option Plan 2015
  Information document on the "Performance Stock Option Plan 2015" updated as of March 2016
  Directors' report on the Stock Option Plan "Performance Stock Option Plan 2015"
  Directors' explanatory report on capital increase for the Stock Option Plan
  Fairness opinion on the shares’ issue price relative to the Stock Option Plan 2015 (italian version only)
Stock Option Plan 2014-2018 - Top management and Key People
  Information Document on the Stock Option Plan 2014-2018 Top Management and Key People
  Board of Directors Report on the increase of capital for the Stock Option Plan Corporate Structures
  Fairness opinion on the shares’issue price relative to the 2014-2018 Stock Option Plan Top Management and Key People (Italian version only)
Stock Option Plan 2014-2018 - Corporate Structures Italy
  Information document on the "Stock Option Plan 2014-2018 Corporate Structures Italy" updated as of March 2016
  Board of Directors Report on the increase of capital for the Stock Option Plan Corporate Structures
  Fairness opinion on the shares’issue price relative to the 2014-2018 Stock Option Corporate Structures Italy (Italian version only)