Figures and ratios - Banca Popolare di Milano

Remuneration System
The remuneration and incentive policies, which enhance individual corporate features, are approved by the Parent Company's
Remuneration Committee as well as by their respective Boards of Directors and Shareholders' Meetings.
For the Group's commercial banks, the remuneration system is regulated by the national contract for bank employees, which in addition
to the normal thirteen months' salary, provides for other typical items based on the national contract and, to a certain extent, on
internal union agreements. These items are usually fixed according to the employee's level, whereas in the case of new recruits, they are
awarded on a gradual basis.
Remuneration also includes a variable element (in the case of the Parent Company, 3.59% of the fixed element) which takes into account
the achievement of certain financial results on the part of the Bank and the pursuit of specific departmental objectives. The approval of the
2010-2012 Strategic Plan introduced a system of bonus incentives based on the achievement of specific objectives laid down in the Plan.
In addition to the fixed and variable elements established by contract and paid in cash, there is also an "indirect" form of remuneration
within the Company that takes other elements into account.
� Fixed portion of remuneration
� Variable remuneration
� Incentives
� Awards
� Career paths
� Analysis of career potential
� Assessment of skills
� Performance guidance
� Training
Remuneration Benefit
Training and
development
Work
environment
(Work Life
Balance)
� BPM Healthcare Fund
� Company social clubs
� Nursery
� Company canteen
� Supplementary Pension Fund
� Banking benefits
� Organisational climate
� Communication systems
� Quality of relationship between head of
department and employee
� Work/life balance
ARES BIPIEMME
With 9,884 associates, including 75 honorary associates and 26,485 relatives, in 2010 Ares Bipiemme carried on its usual activities to enrich the corporate
welfare system by making proposals with a significant economic benefit to support families through the provision of tourism, shopping, magazine subscriptions
and season tickets for public transport and a car sharing service, as well as tickets for cultural events. Summer camps for employees' children are a real help
in balancing work and family time. In 2010, water dispensers connected to the mains were installed in the refreshment areas of BPM's head offices, bringing
economic benefits to individuals and greater respect for the environment by avoiding the use of plastic bottles.
HEALTHCARE FUND
In 2010 a website was set up to improve communication with associates by facilitating reimbursement claims. Health care delivery by physicians and approved
entities continued for the 18,396 associates, health education was carried out to promote research for the early diagnosis of diseases and the provision of
assistance to non self-sufficient people through forms of targeted assistance, also with financial subsidies. Of particular note is the convention for the early
diagnosis of cancer with the Italian League for the Fight against Cancer in the province of Turin, in addition to those already active in the provinces of Milan,
Monza, Bologna and Rome.
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