Registration Document

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254
10
Corporate Governance
Compensation
2.2 Compensation paid
to non-executive directors
No stock options have been granted to nonexecutive
directors, and they are not eligible for any
Sodexo Registration Document Fiscal 2011
Fiscal 2010
(in euro)
Total annual
compensation
supplemental retirement plan or compensation or
benefits potentially resulting from the assumption,
termination or change of duties.
Fiscal 2011
(in euro)
Total annual
compensation
Fixed Variable
Fringe
benefits
(1) Fixed Variable (1)
Fringe
benefits
Astrid Bellon (2) 97,296 - - 97,926 - -
François-Xavier Bellon (2) 97,296 - - 97,926 - -
Sophie Clamens (3) 259,590 15,471 2,940 287,699 25,271 2,940
Nathalie Szabo (4) 198,526 7,371 3,773 239,808 - 3,785
Patricia Bellinger (5) 34,600 - - 34,600 - -
(1) Variable compensation is conditioned upon meeting quantitative and qualitative targets.
(2) Compensation paid for membership on the Management Board of Bellon SA.
(3) Compensation paid for her position as Chair of the Management Board of Bellon SA (144,300 euro for Fiscal 2010 and 157,636 euro for Fiscal 2011)
and for her position as Chief Executive Officer of Sodexo France Corporate (130,761 euro for Fiscal 2010 and 155,334 for Fiscal 2011). Sophie
Clamens has the use of a company car.
(4) Compensation paid for her membership of the Management Board of Bellon SA (127,296 euro for Fiscal 2010 and 140,632 euro for Fiscal 2011) and
for her position as Chief Executive Officer of Sodexo Prestige (78,601 euro for Fiscal 2010 and 99,176 euro for Fiscal 2011). Nathalie Szabo has the
use of a company car.
(5) Compensation paid for her membership of the Business Advisory Board of Sodexo Inc. in the United States (USD 50,000).
3. EXECUTIVE COMMITTEE COMPENSATION
The compensation of members of the Executive
Committee comprises a fixed salary and an annual
performance-based bonus, plus, where applicable,
a medium-term incentive bonus, intended to
compensate the achievement of ambitious earnings
objectives over a period of three consecutive
fiscal years. Only members of Group management
having a significant impact on the realization of
strategic objectives are eligible for this medium term
plan.
Depending on the manager, the annual performancebased
bonus represents between 60 and 100% of the
fixed salary, conditional upon fulfillment of targets,
and may be increased to 150% if quantitative targets
are exceeded. For operational managers, 75% of
this bonus depends on fulfillment of financial
performance targets in the fiscal year elapsed, either
by the Group or by the operating entity under the
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executive’s management. The remaining 25% depends
on qualitative targets linked to key indicators such
as customer retention and diversity. For managers
in staff functions, 30% of the bonus depends on
fulfillment of financial performance targets by the
Group in the fiscal year elapsed; 20% depends on
the implementation of strategic initiatives steered at
Group level by the functions concerned; and 50% on
individual qualitative targets.
The bonus is calculated and paid following the
close of the fiscal year to which it applies and after
completion of the audit of the financial statements.
In addition to this monetary compensation, Executive
Committee members receive fringe benefits (primarily,
a car), and retirement plan contributions for members
under employment contract with one of the Group’s
foreign companies.