The Board of Directors of
Share-based long-term incentive plans are part of the reward program for the company's key personnel. Their goal is to support the implementation of the company's strategy and to align the objectives of the key employees and the company's shareholders in order to increase the shareholder value of the company in the long term, to promote long-term performance culture within the Company and the retention of key employees.
Performance-based share plan (PSP) 2024-2026
The next individual plan within the PSP structure, PSP 2024-2026, commences as of the beginning of 2024 and the rewards potentially earned thereunder will be paid in listed shares of
The performance measures based on which the potential share rewards under PSP 2024-2026 will be paid are the absolute total shareholder return of the company's share (absolute TSR) and Earnings per Share (EPS).
If all the performance targets set for PSP 2024-2026 are fully achieved, the aggregate maximum number of shares to be paid based on this plan is approximately 58,500 shares. This number of shares represents gross earnings, from which the portion required to cover the taxes arising from the share plan and other possible applicable tax-related payments is deducted, which is paid in cash. In practice, about 40% of the total number of shares is paid in shares and about 60% in cash to cover taxes and other possible tax-related payments. However, the company has the right to pay the reward fully in cash under certain circumstances.
The estimated aggregate gross value of PSP 2024-2026 is approximately
Restricted Share Plan (RSP)
The Restricted Share Plan consists of annually commencing individual restricted share plans. Each plan comprises a restriction period with an overall length of three years, extending to H1 of the fourth year of the plan. During the plan period the company may grant share rewards of fixed amount to individually selected key employees. The granted share rewards are paid to the selected participants in one or several tranches latest by the end of the restriction period. The share rewards are paid in listed shares of
The commencement of each new plan is subject to a separate decision of the company’s Board of Directors.
The first individual plan, RSP 2024-2026, commences effective as of the beginning of 2024.
The aggregate maximum number of shares payable as a reward based on RSP 2024-2026 is approximately 23,500 shares. This number of shares represents gross earnings, from which the portion required to cover the taxes arising from the share plan and other possible applicable tax-related payments is deducted, which is paid in cash. In practice, about 40% of the total number of shares is paid in shares and about 60% in cash to cover taxes and other possible tax-related payments. However, the company has the right to pay the reward fully in cash under certain circumstances.
The estimated aggregate gross value of RSP 2024-2026 is approximately
Other terms
The value of the rewards payable based on the above-described plans is limited by a maximum cap linked to the company’s share price development.
Board of Directors
For further information, please contact
robin.pulkkinen@revenio.fi
Distribution
Principal media
www.reveniogroup.fi/en
In 2023, the Group’s net sales totaled
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