• About Our Group
• Our Business
• Our Core Values
• Code of Conduct
• Organization
• Corporate Governance
  • Application of the Corp. Governance code
  • Annual General Meeting
  • Board of Directors and Auditors
  • Remunerations
    • Principles for Remuneration
    • Long-term incentive program
    • Remuneration of Group Management 2011
    • Remuneration to the Board of Directors
  • Accounting Principles
  • Internal Control
  • Risk Management
  • Policy for Stock Market Information
  • Articles of Association
• Corporate Responsibility
• History
• The World of Trelleborg

Remuneration of Group Management 2011

*) Expensed 2011.
**) Of this amount, fixed salary represented SEK 8,000,000 with the remainder mainly consisting of a change in vacation pay liability.
***) The Vice President was employed in the Group until June 30, 2011. No new Vice President was subsequently appointed.
****) Changes in Group Management took place in 2011 and, at the end of the year,
Group Management comprised nine individuals in addition to the President.

Variable salary
The annual variable salary is based on the achieve-ment of predefined targets for a number of perfor-mance indicators. The 2011 targets pertained among other things to the Group’s profit before tax and the Group’s operating cash flow, both excluding the effect of structural changes, as approved by the Board of Directors. Annual variable salary does not constitute pensionable income and does not form the basis of vacation pay. In 2011, the President’s variable salary was a maximum of 65 percent of fixed salary. For other senior executives, variable salary was a maximum of 30-60 percent of fixed salary in 2011.

Long-term incentive program
Since 2005, the Board of Directors has annually resolved to introduce a long-term incentive program for the President and for certain senior executives considered to exercise a significant influence on the Trelleborg Group’s earnings per share. These pro-grams are ongoing, three-year programs. The Board determines annually whether to instigate new pro-grams and, if so, the scope, objective and partici-pants of such new programs. The incentive programs are cash-based and constitute a supplement to the annual variable salaries, provided that the executive has not terminated his employment at the Trelleborg Group as per December 31 in the year in which the program ends.

Total remuneration