Annual Accounts and Report as at 30 June 2011 Draft - Mediobanca

The main updates to the remuneration policy have involved:– identification of “most relevant staff”;– determination of upfront and deferred bonus shares, distinguished bycategory;– improvement of the correlation between risks and performance, in terms ofmetrics already adopted (Economic profit not only for the Corporate andinvestment banking division, but also for each individual area) and also byintroducing additional metrics (liquidity coverage ratio);– introduction of performance-linked equity schemes (performance shares andperformance stock options).In complying with the new regulatory provisions, Mediobanca’s remunerationpolicy maintains the objective of attracting and retaining high-qualityprofessional staff, in particular for key positions and roles, who are able tomanage the complexity and specialization of the corporate and investmentbanking business, in a rationale of prudent management and sustainable costsand results over time. The increasing international dimension of the Bank’soperations also means that the individual geographical areas require constantmonitoring to ensure that the appropriate professional standards are protected ina competitive market scenario.A)A) STAFF REMUNERATION POLICIES FOR FYa. Identification of “most relevant staff”FY 2010/2011The Bank of Italy has established the criteria (in terms of responsibility, roleor pay level) and recommended principles with which to identify the “mostrelevant staff”. On the basis of these criteria and principles, with particularreference to those profiles for which the annual variable compensation constitutesan important part of their overall remuneration (threshold of application), the“most relevant staff” in the Mediobanca Group have been mapped, and include, inaddition to management figures in Italy and elsewhere (approx. 15), the risk-takersidentified last year (approx. 15 staff employed in trading desks in the Financialmarkets area), staff who in any case receive variable compensation in excess of€500,000 (around 10) and other staff (approx. 70) who, as a result of their activityand seniority in their role, have an impact on the Bank’s risk profile (in terms ofmarket, reputational and operating risk). As required by the Instructions, work hasbegun on renegotiating certain contracts signed in 2007 with staff employed in theinternational offices in order to bring them progressively in line with the overallcompensation system.488 –