148 5 | Appendix Remuneration and incentives G4-51 a. Report the remuneration policies for the highest governance body and senior executives b. Report how performance criteria in the remuneration policy relate to the highest governan-ce body’s and senior executives’ economic, environmental and social objectives. The remuneration policy of the Board and its committees, and the criteria re- lating to performance and its relations-hip, whenever appropriate, to economic, environmental and social aspects of the Company and, generally, the processes for determining the remuneration of the highest governing body, are detailed in the Annual Report on Remuneration of directors and the IAGC. In 2015 at the last Stakeholders Meeting, the remune-ration policy was voted on (in a merely consultative vote). The policy approved will be in place for three years. With regards to senior management, the remuneration consists of fixed, variable short-term (bonus) in cash and long-term variable (ILP), which is partly in cash and partly in PRISA shares. The cash bonus perceived depends on business varia-bles as well as qualitative achievements determined by a Performance Evaluation system. Both the bonus and the ILP are ruled by a reglament. G4-52 Report the process for determining remuneration. Report whether remuneration consultants are involved in determining remuneration and whether they are independent of management. Report any other relationships which the remuneration consultants have with the organiza-tion. G4-53 Report how stakeholders’ views are sought and taken into account regarding remuneration, including the results of votes on remuneration policies and proposals, if applicable. G4-54 Report the ratio of the annual total compensation for the organization’s highest-paid indivi-dual in each country of significant operations to the median annual total compensation for all employees (excluding the highest-paid individual) in the same country. This indicator is not covered in this Sus-tainability Report. Nevertheless, PRISA publishes the remuneration of its Di-rectors and Senior Management in its Annual Report on Good Remuneration Report the ratio of percentage increase in annual total compensation for the organization’s highest-paid individual in each country of significant operations to the median percentage increase in annual total compensation for all employees (excluding the highest-paid indivi-dual) G4-55 Practices. in the same country.
Informe_Anual_PRISA_EN
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