Main elements of the Fiskars Group Leadership Team’s remuneration

The Board of Directors appoints the Managing Director (President and CEO) and confirms the terms of his/her employment and other compensation. The Board is also responsible for appointing the members of the Fiskars Group Leadership Team, approving their terms of employment and other compensation, and deciding on the principles for the Group’s compensation systems. The Compensation Committee is responsible for preparing matters related to these topics.

In addition to base salary, Fiskars offers its executives variable pay programs to further encourage high performers. The company has established an Annual Bonus Plan and a Long-term Incentive Plan. In addition, Fiskars Group Leadership Team members have a voluntary, defined contribution pension insurance.

Incentive Plan design

Both Fiskars Group’s Annual Bonus Plan and its Long-term Incentive Plan are designed to reward for achievements against pre-established goals. Incentive Plan participants are assigned an overall target payout opportunity that will dictate the incentive payout as a percentage of base pay. This is not a guarantee that a payout will be made.

Annual Bonus Plan

Annual Bonus Plan payments will be made on the basis of performance against plan metrics. The plan metrics may consist of a mix of financial metrics, operational metrics and other personal goals. The potential payout ranges from zero to a maximum percentage of each participant’s annual salary. In 2018 the target payout levels varied between 30-75% for the Fiskars Group Leadership Team members. The maximum level for the President and CEO and the other members of the Fiskars Group Leadership Team is at maximum either 1.2 or 1.5 times the target level with the exception of President, SBU Functional, in whose case the maximum is 2 times the target level.

Long-term Incentive plans

Fiskars Board of Directors has approved Long-term incentive plans as part of Fiskars Group’s remuneration program for its key employees. The aim of the plans is to support the implementation of the company’s strategy and to align the objectives of key employees with the shareholders to increase the value of the company. Long-term Incentive plans have performance periods of three years. The amount of the reward paid based on the Long-term Incentive plans depends on achieving the pre-established targets. No reward will be paid if targets are not met or if the participant’s employment or service ends before reward payment.

For performance periods 2016–2018 and 2017–2019 the plans have been implemented mainly as cash-based plans with the exception of a few top executives for whom the long-term incentive plan consists partly of a cash-based plan and partly of a share-based plan. Starting from 2018 all new long-term incentive plans have been share-based plans.

Updated April 5, 2019