Schaeffler : Remuneration report 2023

Remuneration report 2023

Schaeffler Group | 2023

Remuneration report 2

Contents

Contents

1.	REMUNERATION OF MANAGING DIRECTORS	3
1.1	Review of 2023	3
1.2	Remuneration principles	4
1.3	Remuneration for 2023	7
1.4	Share-­based payment - overview	14
1.5	Share ownership requirements	18
1.6	Retirement benefits	19
1.7	Other information on the remuneration of
	Managing Directors	20
1.8	Amounts of remuneration of the Board of
	Managing Directors	21
1.9	Cap on remuneration 2020	24
2.	REMUNERATION OF SUPERVISORY BOARD
	MEMBERS	25
2.1	Overview of remuneration of the
	Supervisory Board in 2023	25
2.2	Amounts of remuneration of the Supervisory Board	26

3. COMPARATIVE INFORMATION ON REMUNERATION 28

4. AUDITOR'S REPORT

30

This remuneration report sets out detailed information about the benefits awarded and due as well as compensation granted to current and former Managing Directors and Supervisory Board members of Schaeffler AG in 2023. It also describes the specific application to and features of the remuneration for 2023, which is in line with the main features and guidelines stipulated in the current remuneration systems for the Managing Directors and the Supervisory Board and approved by the annual general meeting on

April 21, 2022.

The remuneration report complies with the requirements of section 162 German Stock Corporations Act (Aktiengesetz - AktG) and reflects the recommendations of the German Corporate Governance Code (GCGC) dated April 28, 2022 (published in the Federal Gazette on June 27, 2022). This remuneration report will be submitted to the annual general meeting for approval on April 25, 2024. The 2022 remuneration report was submitted to the annual general meeting for approval in accordance with section 120a (4) AktG and approved on April 20, 2023.

The detailed descriptions of the remuneration systems for the Managing Directors and Supervisory Board members of Schaeffler AG are available from the website.

Schaeffler Group | 2023	Remuneration report	3
Remuneration of Managing Directors	Review of 2023

1. Remuneration of Managing Directors

1.1 Review of 2023

Financial performance

The Schaeffler Group did well overall in 2023. In a market environment characterized by challenging geopolitical and economic conditions, the company has once again demonstrated competitive ability in 2023 as well. Revenue growth of 5.8%, excluding the impact of currency translation, exceeded that of the prior year and met the guidance.

The increase in revenue, excluding the impact of currency translation, during the year was primarily attributable to the impact of volumes. A favorable impact from sales prices further bolstered the revenue trend. Revenue growth in the Automotive Technologies division of 5.4%, excluding the impact of currency translation, resulted from a market-­driven increase in volumes at the Engine & Transmission Systems, Bearings, and Chassis Systems BDs, especially in the Europe region. The 11.8% in additional revenue of the Automotive Aftermarket division, excluding the impact of currency translation, was primarily influenced by the Europe region, with most of the impetus stemming from the performance of the Independent Aftermarket business in Central & Eastern Europe. The 3.9% increase in Industrial division revenue, excluding the impact of currency translation, was due to the contribution made by the Ewellix Group acquired early in the year. The weak market environment in the Greater China region had a considerable adverse impact on the revenue trend of the Industrial division.

The company's EBIT margin before special items of 7.3% exceeded that of the prior year and met the guidance as well, despite the challenging market environment, with the company once again benefiting from its diversified stature. Especially the Automotive Technologies and Automotive Aftermarket divisions improved their earnings considerably and contributed significantly to the group's EBIT before special items.

Changes to the Board of Managing Directors

Corinna Schittenhelm left the Board of Managing Directors on December 31, 2023, the contractually agreed end of her term of office. The Supervisory Board of Schaeffler AG appointed Dr. Astrid Fontaine to the Board of Managing Directors of Schaeffler AG as an ordinary member and as Chief Human Resources Officer effective January 1, 2024.

Additionally, at its meeting on May 26, 2023, the Supervisory Board of Schaeffler AG appointed Sascha Zaps to the Board of Managing Directors of Schaeffler AG as CEO of the Industrial division effective May 1, 2024. He will succeed Dr. Stefan Spindler, who will leave the Board of Managing Directors of Schaeffler AG when his term of office ends on April 30, 2024. Further, at its meeting on December 15, 2023, the Supervisory Board decided to extend the contract with Klaus Rosenfeld until June 30, 2029. The extension of the contract with Klaus Rosenfeld does not impact the amount of his current remuneration.

Remuneration system

The current remuneration system for Managing Directors was approved by the annual general meeting of Schaeffler AG on April 21, 2022, and is effective retroactively from January 1, 2022, for Managing Directors currently appointed and for all Managing Directors whose service contracts are newly entered into or renewed.

Schaeffler Group | 2023	Remuneration report	4
Remuneration of Managing Directors	Remuneration principles

1.2 Remuneration principles

The entire Supervisory Board determines the system and amount of remuneration of individual Managing Directors including the cap on remuneration. The presidential committee prepares the Supervisory Board's decisions regarding the system and remuneration of individual Managing Directors.

The current remuneration system was developed with the support of independent external consultants. The total remuneration of the Board of Managing Directors is performance- and success-­ based and supports the Schaeffler Group's operational and strategic objectives in a dynamic and international environment. Remuneration was set based on the following principles:

Linking performance and remuneration:

The variable performance-­based remuneration components should exceed the fixed remuneration components relative to total target remuneration in order to ensure remuneration is performance-­based.

Value creation and free cash flow:

Remuneration should promote the achievement of Schaeffler AG's overarching objectives of creating value sustainably and generating free cash flow. The related strategic and operating performance indicators should serve as performance criteria embedded in the variable remuneration of the Managing Directors.

Variable remuneration focused on long-­term and sustainable appreciation of shareholder value:

Variable remuneration should be largely long-­term in nature and linked to appreciation of shareholder value. In order to reflect the growing importance of sustainability within the company's strategy, ESG targets should be addressed in variable remuneration.

Strengthening orientation toward the capital markets and more extensively aligning interests with those of shareholders:

Managing Directors are required to purchase a set amount of Schaeffler AG's common non-­voting shares and to own them until the end of their term of service with Schaeffler AG (share purchase and ownership requirement).

Schaeffler Group | 2023	Remuneration report	5
Remuneration of Managing Directors	Remuneration principles

Overview of remuneration of

Managing Directors for 2023

The remuneration of all Managing Directors consists of fixed remuneration as well as short- and long-­term variable components. The variable component is largely long-­term in nature. In addition, Managing Directors receive pension commitments and the customary fringe benefits.

Overview of remuneration system

Along with financial targets, the short-­term variable remuneration - the short-­term bonus (STB) - is also based on non-­financial targets. A maximum of two ESG targets are defined as non-­financial targets each year; 20% of the STB is subject to achievement of these targets. Additionally, a climate neutrality target with a weighting of 25% was embedded in the long-­term variable remuneration - the long-­term bonus (LTB) - starting with the 2022-2025 tranche.

Component		Objective
Non-performance-based components

Structure 2023

Target amount

(in € thousands) Description

Fixed annual
salary		• Reflects the role and area of responsibility within
		the Board of Managing Directors
		• Secures an appropriate basic income and
Fringe benefits		prevents inappropriate risk-­taking
Retirement
benefits		Ensure adequate retirement benefits

CEO: 1,200

Managing

Director: 600

CEO/Managing

Director: up to 42

CEO: 390

Managing

Director: 195

• Annual base remuneration
• Payout in twelve monthly installments
• Company car (including for private use)
• Insurance benefits incl. pecuniary damage liability insurance (D&O insurance)
• Defined contribution model

Performance-based components

					• Financial targets (80%)
						- CEO and Chief Officers of the functions
						(1) SVA Group (vs. target value) (40%)
						(2) FCF Group (vs. target value) (40%)
						- Divisional CEOs
						(1) SVA Group (vs. target value) (20%)
						(2) SVA Division (vs. target value) (20%)
						(3) FCF Group (vs. target value) (20%)
						(4) DCF Division (vs. target value) (20%)
					• Non-­financial targets (20%)
Short-term		Promotes profitable growth taking into account				(1) Reduce fresh water withdrawal (vs. target value) (10%)
variable		the overall responsibility of the Board of		CEO: 1,200		(2) Improve occupational safety (vs. target value) (10%)
remuneration		Managing Directors and individual performance of		Managing		- Individual performance (multiplier 0.8-1.2)
(STB)		Managing Directors		Director: 600 1)	• Capped at 150% of target bonus
					• Share-­based remuneration instrument
					• Individual grant amount is converted to PSUs at the average closing price of
						Schaeffler shares on the last 60 trading days
						(1) Service condition (40% PSUs) (target achievement rate 0-100%)
						(2) TSR outperformance (17.5% PSUs) (target achievement rate 0-200%)
						(3) EPS growth (17.5% PSUs) (target achievement rate 0-200%)
Long-term		Promotes the sustainable development of				(4) CO2 reduction (25% PSUs) (target achievement rate 0-200%)
			• Payout after a four-­year performance period (number of PSUs x share price at payout)
variable		shareholder value - while simultaneously aligning		CEO: 1,300	• Share price at payout is the average closing price of Schaeffler shares on the last
remuneration		the interests of the Managing Directors and		Managing		60 trading days of the relevant performance period
(LTB)		shareholders		Director: 650 2)	• Share price at payout capped at 200% of share price at grant date

Further remuneration arrangements

						• Requirement to invest in Schaeffler common non-­voting shares
						- CEO: 200% of annual fixed remuneration
		Promote an equity culture and ensure close		CEO: 2,400		- Ordinary Managing Director: 100% of annual fixed remuneration
Share ownership		alignment of the interests of the Managing Directors		Managing		• Requirement to own throughout period of service as Managing Director
requirements		with shareholders' interests		Director: 600		• Prerequisite for payout of LTB starting with 2020-2023 tranche
Compliance- and		Ensures the sustainable development of the
performance		company and reflects the duty of care of				Ability of Supervisory Board to reduce, withhold, or claw back the variable remuneration
clawback		Managing Directors				in the event of a severe violation of the duty of care

1. Individual contractual commitment for Dr. Spindler: EUR 750 thousand.
2. Individual contractual commitment for Dr. Spindler: EUR 800 thousand.

Schaeffler Group | 2023

Remuneration report 6

Remuneration of Managing Directors

Remuneration principles

Remuneration structure

The diagram illustrates the general structure of the total target remuneration. The share represented by the fixed remuneration component comprises the fixed annual salary as well as retirement benefits and additional fringe benefits granted. The share of the total target remuneration represented by each of the various components can vary by a few percentage points between Managing Directors since amounts of fringe benefits vary between individuals.

Structure of total target remuneration

	fixed
LTB	annual salary
31%
	retirement
	benefits
	fixed
	40%
variable	fringe
60%
benefits

STB

29%

The relative share of the target remuneration represented by each component was within the defined ranges for all Managing Directors in 2023. The relative share each remuneration component represents of the benefits awarded and due can differ as a result of actual target achievement for the variable remuneration in 2023.

Appropriateness of the remuneration

The Supervisory Board ensures that the current remuneration system and the amount and structure of the remuneration are regularly reviewed for appropriateness.

To ensure that the total remuneration is appropriate, the Supervisory Board takes into account customary levels and structures of remuneration both at other companies of comparable size within the same industry and country (horizontal comparison) and the wage and salary structure within the enterprise itself (vertical comparison of remuneration of Board of Managing Directors to the company's workforce).

The Supervisory Board of Schaeffler AG has engaged an independent remuneration expert, Ernst & Young Wirtschaftsprüfungs­ gesellschaft (EY), to review the appropriateness of the remuneration of the Board of Managing Directors. In a report issued in 2022, EY confirmed that the remuneration of the Managing Directors is customary and appropriate in comparison to that of other companies of comparable size within the same industry and country with respect to the amount, structure, and features of remuneration instruments. The Supervisory Board continues to consider the remuneration of the Managing Directors to be commensurate with their duties and performance and the situation of the company. The Supervisory Board reviews the accuracy of this assessment at regular intervals using expert opinions.

For the horizontal comparison, the amount and structure of the total target remuneration of the CEO and the ordinary Managing Directors as well as their individual components were compared to remuneration market data of peer companies. For the comparison performed in 2022, appropriateness of the remuneration of the CEO and the ordinary Managing Directors was assessed based on companies included in the MDAX and SDAX as at December 31, 2021, as well as an individually defined peer group. The individual peer group comprised the following publicly listed international companies: BorgWarner Inc., Continental AG, Cummins Inc., Deutz AG, Dürr AG, Faurecia SE, Gestamp Auto- moción S.A., Knorr-­Bremse AG, Leoni AG, Magna International Inc., Norma Group SE, Plastic Omnium S.A., RBC Bearings Inc., Siemens AG, Stabilus SE, The Timken Company, Valeo S.A., and Vitesco Technologies Group AG.

The vertical comparison was based on the average remuneration of the Schaeffler Group's employees (total workforce) over time, which reflects the company's international nature. The ratio of the amount of remuneration of the Managing Directors to average employee remuneration was compared to the corresponding ratios of MDAX and SDAX companies.

Schaeffler Group | 2023

Remuneration report 7

Remuneration of Managing Directors

Remuneration for 2023

Cap on remuneration

In accordance with the legal requirements of section 87a AktG, the Supervisory Board caps the total remuneration per year per Managing Director (cap on remuneration). The total amount of remuneration that can be granted to Managing Directors for a given year (sum of all amounts of remuneration incurred for the relevant year including fixed annual salary, variable components of remuneration, benefit contributions, fringe benefits, as well as payments and other benefits) - regardless of whether it is paid out during that year or at a later date - is capped at a maximum amount for each Managing Director ("cap on remuneration").

The cap on remuneration amounts to EUR 7,650 thousand for the Chief Executive Officer and, in principle, EUR 3,875 thousand for each ordinary Managing Director. In deviation from this principle, the remuneration for Dr. Spindler is capped at EUR 4,580 thousand as a result of individual contractual ­commitments. The above caps on remuneration apply to the amounts actually incurred for the short-­term bonus and the long-­term bonus, regardless of whether they are paid out during the year or at a later date. The final amount incurred (payout amount) for the 2023-2026 tranche of the long-­term bonus will not be determined until the end of 2026. Compliance with the cap on remuneration for 2023 will be finally reported on in the 2026 remuneration report.

Malus clause and claw-­back provision

With a view to the requirements of the German Corporate Governance Code, the company introduced a malus clause and claw-­ back provision for variable remuneration. Especially in the event of a severe violation of the duty of care in managing the company, the Supervisory Board can decide to reduce, withhold, or reclaim the variable remuneration. Should a violation be discovered or become known, variable components previously paid can be clawed back within five years of payment. As the Supervisory Board is not aware of any matters triggering a malus clause that would impede payment of the variable remuneration for 2023, this clause has not been applied.

1.3 Remuneration for 2023

Fixed remuneration

Each ordinary Managing Director received an identical amount of fixed remuneration (EUR 600 thousand); the Chief Executive Officer received twice this amount (EUR 1,200 thousand). Fixed remuneration was paid in twelve equal installments each month. No separate remuneration was paid for positions held on supervisory or similar boards of group companies.

Fringe benefits

Fringe benefits granted in 2023 include the use of a company car, including for private purposes, and customary insurance benefits such as directors' and officers' liability insurance (D&O insurance). This D&O insurance policy includes a deductible provision that is in accordance with section 93 (2) (3) AktG. Additionally, Managing Directors receive a contribution to their health and long-­term care insurance and an allowance to be contributed to their personal retirement plan, as well as coverage under the company's group personal accident insurance. Tax on the pecuniary advantage related to fringe benefits granted is paid individually by each Managing Director. No loans were granted to members of the Board of Managing Directors in 2023.

Short-­term variable component - short-term bonus

The short-­term bonus is linked to the key financial and non-­ financial performance targets for the Schaeffler Group's value creation. The financial performance targets are free cash flow of the Schaeffler Group (FCF Group) and Schaeffler Value Added of the Schaeffler Group (SVA Group). The non-­financial performance targets comprise up to two targets reflecting indicators relevant to the Schaeffler Group that relate to the fields of envi- ronment, social, or governance (ESG targets). As a result, remuneration contributes significantly to successfully executing the strategy and investing in growth areas while maintaining the focus on profitability, cash flow generation, and sustainability. The financial targets are weighted at 80% and the non-­financial targets at 20%. The maximum payout of the STB is capped at 150% of the individual target bonus.

Schaeffler Group | 2023	Remuneration report	8
Remuneration of Managing Directors	Remuneration for 2023

Features of the Short-Term Bonus (STB)

STB

The target bonus is set at 100% of the fixed annual salary

In order to continue embedding the sustainability strategy and the related company initiatives in remuneration, the Supervisory Board has set a non-­financial target in the form of an ESG target for 2023. The ESG target 2023 is derived from the Schaeffler Group's sustainability targets. The ESG target 2023 is weighted at 20% within the short-­term bonus and comprises the following two equally-weightedsub-targets:

Financial performance targets

Schaeffler

Value Added

(SVA)

Free cash flow

(FCF)

CEO and Chief Officers

of the functions

SVA Group

40%

FCF Group

40%

Divisional CEOs

SVA Group

20%

SVA Division

20%

FCF Group

20%

CF Division

(divisional cash flow)

20%

• "Reduce fresh water withdrawal" by implementing water-­ related measures in 2023 that result in an annual reduction of fresh water withdrawal by 150,000 m3, and
• "Improve occupational safety" by reducing the occupa- tional accident rate, measured as a reduction in the lost-­ time injury rate (LTIR) to at most 2.6 per one million man hours worked.

Achievement of the ESG targets is reviewed by an external independent expert.

Non-financial performance targets

ESG targets

10% Reduce fresh water withdrawal

10% Improve occupational safety

Actual target achievement for the STB 2023

The target values (100%) for the various performance targets were derived from internal budgets. The following summary sets out the financial performance targets for 2023 and the related target achievement rates:

Final target achievement rate	×	Individual performance
(multiplier between 0.8 and 1.2)
Capped at 150% of target bonus

The short-­term bonus paid out to the CEO and to the Chief ­Officers of the functions is determined based on the target achievement rate for the equally-­weighted financial performance targets - FCF Group and SVA Group - and on target achievement for the non-financial targets.

For the divisional CEOs, the target achievement rate is determined based on the equally-­weighted financial performance targets - FCF Group, SVA Group, divisional Schaeffler Value Added (SVA Division), and divisional cash flow (DCF Division) - as well as target achievement for the non-­financial targets.

FCF Group is calculated based on the sum of (1) cash flows from operating activities and (2) cash flows from investing activities as well as (3) principal repayments on lease liabilities (4) adjusted for cash in- and outflows for M&A activities. SVA Group is generally determined as the Schaeffler Group's EBIT before special items for the relevant period less its cost of capital for the relevant period. Cost of capital is calculated by applying the cost of capital set by the Supervisory Board (10% for 2023) to the Schaeffler Group's average capital employed. SVA Division is determined in the same manner as SVA Group based on measures segmented in accordance with IFRS 8. The DCF Division performance criterion is derived from Schaeffler's standard internal divisional management reports for the relevant year and follows the same logic as that of the FCF Group (excluding payments of tax and interest).

Actual target achievement for the STB 2023 - Schaeffler Group

Schaeffler Group								Target achievement
(in € millions)				Performance scale	rate for 2023
								absolute
								(in €	relative
		0%	100%	150%	millions)	(in %)
Free cash flow		≤ 0	270	≥ 405	453		150.0
Schaeffler Value Added		≤ -274		168		≥ 389		237		115.6

The financial indicators underlying the performance targets have been adjusted for certain items in order to ensure that these financial indicators reflect operating performance. These items include, inter alia, special impact arising from acquisitions and disposals and the impact of certain restructuring programs.

Schaeffler Group | 2023	Remuneration report	9
Remuneration of Managing Directors	Remuneration for 2023

The performance scales for DCF Division and SVA Division

for 2023 were set in a similar manner. The performance scales relevant to 2023 and the resulting target achievement rates for the three divisions can be summarized as follows:

Actual target achievement for the STB 2023 - divisions

Automotive Technologies								Target achievement
(in € millions)				Performance scale	rate for 2023
								absolute
								(in €	relative
		0%	100%		150%	millions)	(in %)
Divisional cash flow		≤ 0		385		≥ 578	554	143.8
Divisional Schaeffler
Value Added		≤ -317	-194	≥ -133	-67	150.0
Automotive Aftermarket								Target achievement
(in € millions)				Performance scale	rate for 2023
								absolute
								(in €	relative
	0%	100%		150%	millions)	(in %)
Divisional cash flow		≤ 0	210		≥ 315	298	141.9
Divisional Schaeffler
Value Added		≤ 82	191	≥ 246	291	150.0
Industrial								Target achievement
(in € millions)				Performance scale	rate for 2023
								absolute
								(in €	relative
		0%	100%	150%	millions)	(in %)
Divisional cash flow		≤ 0	448	≥ 672	247	55.1
Divisional Schaeffler
Value Added		≤ -17	206	≥ 318	16	14.8

The non-­financial performance targets are measured using a binary logic (achieved/not achieved). For 2023, the following sub-­targets of the ESG target were achieved:

Actual target achievement for the STB 2023 - Schaeffler Group

						Target achievement
Schaeffler Group		Performance scale			for 2023
								Target
		not					achieve-­
		achieved	achieved	absolute		ment
Reduce fresh water		< 150,000 m3	≥ 150,000 m3	265,441 m3
withdrawal			achieved
Improve occupa-								not
tional safety		LTIR > 2.6	LTIR ≤ 2.6	2.7		achieved

The sub-­target "Reduce fresh water withdrawal" calls for the Schaeffler Group to implement water conservation measures in 2023 that result in saving at least 150,000 m³ annually. The

27 measures implemented in 2023 lead to a reduction in fresh water withdrawal by 265,441 m3 annually. The water conservation measures were reviewed by an external independent expert. Thus, the first sub-­target was achieved.

For the second sub-­target, "Improve occupational safety", the Supervisory Board established a reduction in the Schaeffler Group's occupational accident rate to a lost-­time injury rate (LTIR) of

2.6 or less in 2023. The relevant measures were developed and implemented as part of the "Safe Work@Schaeffler" project. The project is designed to increase the necessary awareness of occu- pational safety on the part of all employees and managers. The group-­level accident rate was reduced to an LTIR of 2.7 in 2023, not meeting the target relevant to remuneration by 0.1. However, this number continues the positive trend of reducing the accident rate by at least 10% p.a. since 2018. Occupational accidents include accidents of employees, temporary staff, apprentices, or trainees (total workforce excluding leased workers, contractors, and commuting accidents) resulting in the loss of at least one working day that occur while working at one of the plant locations or while traveling on business. Please refer to the combined separate group non-­financial report in accordance with sec- tions 289b (3) and 315b (3) HGB within the sustainability report at www.schaeffler-sustainability-report.com/2023 for further details.

ESG targets 2023 - target achievement logic

				Improve occupational safety
				achieved		not achieved
Reduce fresh water		achieved		150%	75%
withdrawal		not achieved	75%		0%

As a result, the target achievement rate for the ESG target amounts to 75% in 2023.

Additionally, the Supervisory Board is entitled to adjust, using equitable discretion, any specific Managing Director's total STB target achievement rate by applying a multiplier ranging from 0.8 to 1.2 to reflect that Managing Director's individual performance. In exercising its equitable discretion, the Supervisory Board particularly takes into account whether the Managing Director has temporarily assumed additional responsibilities. Additional special targets can be agreed for Managing Directors. The Supervisory Board has chosen not to apply any individual performance factors or special individual targets in 2023.

Therefore, the Supervisory Board has set the individual performance factor for 2023 to 1.0.

Schaeffler Group | 2023	Remuneration report 10
Remuneration of Managing Directors	Remuneration for 2023

Final target achievement rates for the STB 2023

Final target achievement rates for the STB 2023 can be summarized by individual Managing Director as follows:

Final target achievement rates for the STB 2023

						Target	Final target		Individual				Payout
		Performance			achievement	achievement		target amount,		Performance	amount 2023,
		criteria	Weight		rate	rate		in € thousands		factor	in € thousands
		FCF		40%		150.0%
Rosenfeld, Klaus		SVA		40%		115.6%
(Chief Executive Officer)		ESG targets		20%		75.0%		121.2%		1,200		1		1,455
		FCF	20%	150.0%
		SVA	20%	115.6%
		DCF	20%	143.9%
Zink, Matthias		DSVA	20%	150.0%
(CEO Automotive Technologies)		ESG targets		20%		75.0%		126.9%		600		1		761
		FCF		20%		150.0%
		SVA		20%		115.6%
		DCF		20%		141.9%
Schüler, Jens		DSVA		20%		150.0%
(CEO Automotive Aftermarket)		ESG targets		20%		75.0%		126.5%		600		1		759
		FCF	20%	150.0%
		SVA	20%	115.6%
		DCF	20%	55.1%
Spindler, Stefan, Dr.		DSVA		20%		14.8%
(CEO Industrial)		ESG targets		20%		75.0%		82.1%		750		1		616
		FCF		40%		150.0%
Bauer, Claus		SVA		40%		115.6%
(Chief Financial Officer)		ESG targets		20%		75.0%		121.2%		600		1		727
		FCF		40%		150.0%
Schick, Andreas		SVA	40%	115.6%
(Chief Operating Officer)		ESG targets		20%		75.0%		121.2%		600		1		727
		FCF	40%	150.0%
Schittenhelm, Corinna		SVA		40%		115.6%
(Chief Human Resources Officer)		ESG targets		20%		75.0%		121.2%		600		1		727
		FCF		40%		150.0%
Wagner, Uwe		SVA	40%	115.6%
(Chief Technology Officer)		ESG targets	20%	75.0%		121.2%	600	1		727