Remuneration to senior executives

The Remuneration Committee

The Board of Directors will appoint a Remuneration Committee, which will be charged with considering issues concerning principles for remuneration, conditions of employment, pension benefits and bonus schemes for senior executives, as well as to follow up and evaluate existing principles and remuneration structures. The Remuneration Committee shall also deal with general employment terms and remuneration issues that apply to all employees of the company.

The Sweco Group takes as starting point that remuneration shall be given on market and competitive terms, so that Senior executives can be recruited and retained. Remuneration to Senior executives comprises base salary, variable compensation, pension, other remuneration and share based incentive schemes. The remuneration shall be based on factors such as work description, expertise, experience, position and performance. Further, the allocation between base salary and variable compensation shall be proportionate to the employee’s position and work description. The variable compensation shall be connected to predetermined and measurable criteria that have been devised to comply with the long term goals of the company.

The variable compensation for the Group Management shall be up to 75 percent of the base salary. For other Senior executives, the variable compensation shall be up to 50 percent of the base salary. The variable compensation shall be based on the outcome of predetermined profitability targets. The targets for the President and other Senior executives shall be determined by the Board of Directors. The Board of Directors shall have the right to deviate from these principles in individual cases if there are extraordinary reasons therefor.

Compensation and other benefits during 2012 (KSEK)

* 8 people

Comments to the table

Variable compensation relates to bonus expensed for 2012, which is paid out during 2013. Other compensation relates to company cars and mobile phones.

Share based incentive schemes

Senior executives of the Sweco Group may be offered to participate in various forms of incentive schemes on market terms.

The annual general meeting in 2012 resolved to implement an incentive scheme on market terms named the 2012 Share Savings Scheme, aimed at Senior executives. 32 people participated in the 2012 Share Savings Scheme comprising 36,000 Class B Sweco shares. In 2011 a corresponding Share Savings Scheme was decided in which 31 people participated comprising 31,000 Class B Sweco shares. The result of both of these Share Savings Schemes is that up to 230,000 Class B Sweco shares could be allocated to participants in the schemes if the set targets are met.