ANNUAL REPORT INTRUM JUSTITIA A N N U A L R EP O R T 2 0 ...
ANNUAL REPORT INTRUM JUSTITIA A N N U A L R EP O R T 2 0 ...
ANNUAL REPORT INTRUM JUSTITIA A N N U A L R EP O R T 2 0 ...
You also want an ePaper? Increase the reach of your titles
YUMPU automatically turns print PDFs into web optimized ePapers that Google loves.
SEK<br />
Base<br />
salary/fee<br />
Variable<br />
comp-<br />
ensation<br />
Other<br />
benefits<br />
Pension<br />
costs<br />
Sharebased<br />
payment<br />
Other<br />
compensation<br />
Board of Directors<br />
Lars Lundquist, Chairman 830,000 (1) – – – – – 830,000<br />
Joakim Rubin 406,250 (1) – – – – – 406,250<br />
Matts Ekman 407,500 (1) – – – – – 407,500<br />
Lars Förberg 300,000 (1) – – – – – 300,000<br />
Helen Fasth Gillstedt 431,250 (1) – – – – – 431,250<br />
Charlotte Strömberg 340,000 (1) 340,000<br />
Fredrik Trägårdh 375,000 (1) Senior executives<br />
375,000<br />
Lars Wollung 3,990,735 1,203,300 108,730 1,883,000 – – 7,185,765<br />
Other senior executives,<br />
10 persons<br />
22,668,554 7,920,296 1,296,125 2,937,772 – – 34,822,748<br />
Total 29,749,289 9,123,596 1,404,855 4,820,772 – – 45,098,513<br />
Remuneration and benefits during the year<br />
Remuneration for the CEO and President and other senior executives consists<br />
of a base salary, variable compensation, other benefits and pensions.<br />
The group of other senior executives changed during the year and refers in<br />
the table above to Per Christofferson, Marcel van Es (until September 2010),<br />
Thomas Feodoroff (until July 2010), Thomas Hutter, Kari Kyllönen, Pascal<br />
Labrue, Bengt Lejdström, Bogusław Skuza (until September 2010), Gijsbert<br />
Wassink and Rickard Westlund.<br />
Amounts given correspond to full compensation for the full-year 2010, including<br />
earned but not yet paid variable renumeration for 2010. Pension benefits<br />
and compensations in form of financial instruments etc, as well as other benefits<br />
to the CEO and other senior executives is included in the total compensation.<br />
Board of Directors<br />
In accordance with the Annual General Meeting’s resolution, total fees<br />
paid to Board members, including for committee work, amounted to SEK<br />
3,090,000 for the year. Board fees are distributed between Directors as determined<br />
by the AGM according to the proposal of the Nomination Committee.<br />
The Directors have no pension benefits or severance agreements.<br />
CEO and President<br />
According to the employment agreement with CEO and President Lars<br />
Wollung as of February 1, 2009, he receives a fixed annual salary of SEK<br />
4,200,000. In addition, he has the opportunity to receive variable compensation<br />
up to 100 percent of his base salary, half within the framework of the annual<br />
variable salary program and half within the framework of the long-term<br />
incentive program.<br />
In addition to his fixed and variable compensation, Lars Wollung receives a<br />
company car in accordance with the Group’s policy. The company pays pension<br />
insurance premiums corresponding to 35 percent of his fixed annual salary.<br />
Lars Wollung’s severance is equivalent to one year’s salary.<br />
Other senior executives<br />
All senior executives receive a fixed annual salary and variable compensation.<br />
The latter is based on the results achieved in their area of responsibility, the<br />
Group’s operating earnings and individual performance objectives.<br />
As noted above, management’s variable compensation is currently based<br />
on two incentive plans, one short-term and one long-term. The former entails<br />
an annual bonus opportunity for senior executives, who are eligible to<br />
receive a maximum of 50-80 percent of a year’s salary in variable compensation.<br />
The long-term incentive plan gave senior executives the opportunity to<br />
receive a maximum of 50 percent of their annual salary in the form of cash<br />
compensation. Both forms of variable compensation depend on the extent to<br />
which predetermined targets are met. The targets have been set high for both<br />
incentive plans, especially the long-term plan. Regional managers generally<br />
have performance objectives where 80 percent of their variable short-term<br />
compensation is based on the region’s operating earnings and 20 percent on<br />
other operating targets.<br />
Total<br />
1) Refers to the period April 1, 2009 – March 31, 2010.<br />
Notes<br />
The long-term incentive plan, introduced in 2008, was based on average<br />
growth in earnings per share (<strong>EP</strong>S) during three consecutive calendar years.<br />
The notice of termination for members of Group Management Team varies<br />
from two and twelve months, regardless of whether termination is initiated by<br />
the employee or the company.<br />
Pension benefits vary from country to country. In several cases, they are<br />
included in monthly salaries. The majority of the senior executives are entitled<br />
to retire at age 65. All pension benefits are defined contribution.<br />
Incentive programs<br />
With regard to share-based payment, refer to Note 32.<br />
Decision-making process<br />
The Board of Directors has appointed a Remuneration Committee to handle<br />
compensation issues, primarily as regards the CEO and President and<br />
Group Management Team. The committee is comprised of three members,<br />
who during the year were Lars Lundquist (Chairman) and Matts Ekman as<br />
well as Joakim Rubin as of January 2011. The CEO and President and the<br />
company’s CFO are co-opted to the committee’s meetings, though not when<br />
their own remuneration is discussed.<br />
NotE 32<br />
SharE-baSEd paymENt<br />
The Group has an Employee Stock Option Program 2003/2009 and a Performance-Based<br />
Share Program approved by the Annual General Meeting 2008.<br />
Employee Stock Option Program 2003/2009<br />
The AGM 2003 approved the Employee Stock Option Program 2003/2009<br />
entitling employees to acquire up to 2,525,000 shares in Intrum Justitia AB<br />
(publ) for SEK 57 per share during the period July 1, 2007–May 30, 2009.<br />
Stock options were allotted in May 2004. In total, 20 employees received<br />
options to subscribe for 2,450,000 new shares. The employee stock options<br />
were issued free of charge. Intrum Justitia was responsible for paying society<br />
security expenses.<br />
To secure the company’s commitment, a total of 3,358,250 options were<br />
issued to subscribe for shares. Of this number, 2,525,000 options were available<br />
to issue to employees and 833,250 options were available to sell to cover<br />
the liquidity effect of any social security expenses. As a result of share redemptions<br />
in 2005, the strike price of the options was changed from SEK<br />
57.00 per share to SEK 54.60 per share. At the same time the number of<br />
shares covered by the options increased by four percent.<br />
The original allotment of options entitled employees to subscribe for up<br />
to 2,450,000 shares. The number of shares rose by four percent as a result of<br />
share redemptions in 2005, but was limited to 80 percent due to conditions<br />
on the highest allowable utilization ratio based on growth in earnings per<br />
71