Translation of "Erfolgsabhängige vergütung" in English

A success-related compensation provides you the desired calculation security and preserves the budget.

Solely performance-based compensation, which is paid exclusively from generated profits.

What does profit-based compensation mean and why is there no risk to the user?

The performance-related compensation can be between 0% and 125% of the fixed annual compensation.

Both are also linked to the performance-related component of the remuneration for our sales staff.

No performance-related fee will be paid for financial year 2007/2008.

The performance-related component falls due if the net asset value per share has increased by more than twelve percent on the preceding year.

In this connection, a maximum amount ("cap") was resolved for the variable, performance-related remuneration component of the Management Board – for the 2013 financial year, and for subsequent financial years.

We offer our employees demanding, challenging tasks with many interesting perspectives for further development at national and international level as well as success and results oriented remuneration.

The Publisher's claim towards belboon for performance based remuneration is created and becomes due based on the following conditions: - An event has been successful (View, Click, Lead, Sale) based upon the advertising area provided to belboon by the Publisher.

In addition to their fixed compensation, the members of the Supervisory Board receive performance-related compensation for the past fiscal year based on the return on assets1 percentage.

In addition to their fixed compensation, the members of the Supervisory Board receive – after the annual financial statements have been adopted – performance-related compensation for the previous fiscal year based on the percentage return on assets*.

The performance-based compensation only takes effect if prior year-end peaks are exceeded (high-water mark).

Its performance-based compensation is based on exceeding an earnings threshold in terms of consolidated earnings per share during the respective fiscal year, thereby complying with the Code until June 15, 2012.

The long-term variable remuneration for Sika Senior Managers is granted in performance share units (PSU). The PSUs are paid out in cash after a three-year vesting period.

The members of the Supervisory Board no longer receive performance-based compensation so as to further strengthen the Supervisory Board independence.

In addition to that all members of the board get a variable performance-related remuneration (success-related component) when achieving aims, which are predefined by the supervisory board.

This reduction is mainly due to the lower level of performance fees relative to the previous financial year (CHF -23.3 million).

Performance-related components will no longer be awarded for investments entered into since 2007 – i.e., the commencement of the investment period of DBAG Fund V – and those that will be made in the future.

The performance-based compensation is calculated based on the relationship between operating profit (EBIT) as disclosed in the consolidated financial statements for the fi­nancial year compared to the previous year's figures, and the attaining of specific operational performance figures.

As recommended by the Code, Supervisory Board members of Sedo Holding AG receive both fixed and performance-based based compensation.

Our remuneration depends on our success: Sedo charges a fee of 15% of the gross selling price (note the minimum fee)

Due to the indirect influence of the board of directors on the company's success, a profit-related remuneration is not considered to make sense.

The fund manager receives exclusively performance-dependent remuneration based on the profit in excess of the high water mark.

First and foremost, the compensation system is to be simplified, while performance-based compensation will still be calculated based on predominantly long-term parameters.

For 2014, the CFO’s compensation was still subject to the former provision, under which the performance-related remuneration was based on the amount of a dividend distributed to the shareholders and was therefore not paid in 2014.

Sedo Holding AG continues to regard performance-based compensation as appropriate if it is oriented to the earnings per share that are actually reported in the respective fiscal year.