Remuneration

The objective of remuneration at Metso is to encourage employees as individuals and as team members to achieve the set financial and operational targets.

Remuneration is aligned with Metso’s financial performance, internal and external references and by observing remuneration levels for similar positions among peer companies. Metso’s remuneration package for key personnel and executives includes a competitive salary and employee benefits according to local market practices, short-term incentives based on predefined annual performance indicators, and long-term incentives that align the interests of the key executives and shareholders.

According to the decision of the 2017 Annual General Meeting, the annual fees paid to Board members are:

  • Chairman of the Board – EUR 110,000
  • Vice Chairman of the Board – EUR 62,000
  • Chairman of the Audit Committee – EUR 65,000
  • Other Board members – EUR 50,000

In addition, for Board members whose place of domicile is in the Nordic countries, a fee of EUR 700 per meeting is paid for each Board and committee meeting they attend. The meeting fee for members residing elsewhere in Europe is EUR 1,400 and for those residing outside of Europe EUR 2,800. Compensation for travel expenses and daily allowances is paid in accordance with Metso’s travel policy.

Based on the decision of the 2016 Annual General Meeting, 40 percent of the Board’s annual fees were used to buy Metso shares from the market. The shares were acquired within the two weeks following the publication of the first-quarter 2016 interim report. Altogether, 9,301 shares were acquired. There are no special terms or conditions associated with owning these shares.

Fees paid in Metso shares in 2016
Mikael Lilius 2,175
Christer Gardell 1,172
Arja Talma 1,229
Wilson Nelió Brumer 945
Peter Carlsson 945
Ozey K. Horton, Jr. 945
Niina Kopola 945
Lars Josefsson 945
Total 9,301

The Board members, none of whom are employees of Metso, were paid annual remuneration and meeting fees totaling EUR 844,600 during the financial year that ended on December 31, 2016. The Board members are not covered by Metso’s bonus plans, share-based incentive schemes or pension plans.

In 2016, the remuneration of the President and CEO amounted to EUR 743,861 (in 2015: 1,245,166) and the remuneration of other Metso Executive Team (MET) members amounted to a total of EUR 2,367,341 (in 2015: EUR 3,213,625). The table below includes the bonuses paid to MET, including the President and CEO, amounting to EUR 298,487 (in 2015: EUR 531,478).

2016 remuneration

EUR  Annual salary Performance bonus paid Fringe benefits Share-based payment Total
President and CEO 610,136 111,840 21,885 - 1,245,166
Other Executive Team members 2,150,756 186,647 29,938 - 2,367,341
Total 2,760,892 298,487 51,823 - 3,111,202

In addition, executive management benefits include a supplementary defined contribution pension plan for all members of the Executive Team. President and CEO, Matti Kähkönen, participated in a supplementary defined benefit pension plan. In 2016, the pension insurance premium payments totaled EUR 707,440 (in 2015: EUR 679,865).

Employment terms and conditions of President and CEO
The remuneration paid to the President and CEO is determined by the Metso Board. Metso’s President and CEO is entitled to participate in short- and long-term incentive programs. The terms and conditions are decided by the Board. In 2017, Matti Kähkönen served as President and CEO from January 1 to July 31, and Nico Delvaux from August 1 onwards.

Employment terms and conditions for the President and CEO Nico Delvaux as of August 1, 2017
Base salary and fringe benefits

Total annual salary EUR 700,000, including salary and fringe benefits (company car and mobile phone). In addition, the CEO is entitled to housing benefit.

Short-term incentive (annual performance bonus) The annual bonus can be earned in accordance with terms approved by the Board. The maximum bonus is 75% of the total annual salary.
Long-term incentives According to the Long-term Performance Share Plan, the maximum share allocation for the CEO corresponds to 150 percent of his annual salary. The purpose of the plan is to align the goals of Metso’s shareholders and management in order to enhance the value of the company. In addition, the CEO is entitled to participate in a Share matching program in which the performance criterion is Adjusted EBITA.
Pension Retirement age is 63 years. CEO is entitled to participate in a supplementary defined contribution pension plan.
Termination of assignment

The notice period for both parties is six months. Severance pay is full monthly salary multiplied by eighteen (18) if the agreement is terminated by the company prior to the second anniversary of the employment. After this, the severance pay is twelve (12) months.

 

Short-term incentives
The Board annually confirms the terms and targets of the performance bonuses on the Group level. Metso’s short-term incentive plan, Metso Bonus, covers approximately 6,000 employees globally.

The amount of the bonus payments, if any, is based on the achievement of predefined financial performance targets. For 2016, the financial performance targets were adjusted EBITA, orders received and cash flow of Metso and/or the business area in question. In addition, individual and/or team targets were used.

In 2016, the maximum annual performance bonus for Executive Team members, excluding CEO, was 40–60 percent of total annual salary. For other employees, the maximum bonus is determined by job level and is 40 percent at the highest.

In addition to the Metso Bonus, there are also other bonus plans that are used to meet local legislative requirements and provide more suitable bonus plans for production units. The local mandatory bonus plans are typically profit sharing plans, and the local production bonus plans are based on the productivity, quality and safety KPIs of the production unit in question. According Metso’s policy, an employee can participate in only one bonus plan at a time.

 

Long-term incentives
The Board decides on and implements Metso’s share-based incentive plans, which are part of the remuneration program for Metso management. The purpose of the plans is to align the goals of Metso’s shareholders and management to enhance the value of the company. The plans also aim to ensure commitment of management and to offer them a competitive, ownership-based reward scheme.

Any shares to be potentially rewarded are acquired through public trading, and therefore the incentive plans will have no diluting effect on the share value. The share repurchase and share issue authorizations are obtained from the Annual General Meeting. There are no options outstanding or available from any of Metso’s prior option programs.

Metso has a share ownership recommendation policy for the members of the Metso Executive Team. In accordance with this policy at least 50% of the share rewards (net shares after the deduction of applicable payroll tax) received by these individuals under the Performance Share Plans shall be retained until the share ownership of the individual Metso participant amounts to his/her annual gross base salary.

Performance Share Plan
In December 2014 the Board decided on a new share-based incentive plan for the Group's senior management, with a Performance Share Plan (PSP) as the main structure. In addition, the Board decided to establish a Restricted Share Plan (RSP) as complementary share-based incentives for specific situations.

The Performance Share Plan consists of annually commencing performance share plans, each with a three-year earning period. The commencement and earning criteria of each new plan will be subject to separate approval by the Board. If a participant’s employment or service ends for reasons relating to the participant before the reward payment, no reward will be paid.

The complementary Restricted Share Plan (RSP) consists of annually commencing restricted share plans, each with a three-year vesting period, after which the allocated share rewards will be delivered to the participants provided that their employment with Metso continues until the delivery date of the share rewards. The commencement of each new plan is subject to separate approval by the Board.

In December 2017, The Board decided to continue the long-term share-based incentive plan for the Group's senior management, with a Performance Share Plan (PSP) as the main structure and the Restricted Share Plan (RSP) as complementary share-based incentives for specific situations.

More information about the plans can be read from our Corporate Governance Statement 2016.

 

Other terms
Metso applies a share ownership recommendation policy for the members of Metso Executive Team. In accordance with this policy at least fifty per cent of the share rewards (net shares after the deduction of applicable payroll tax) received by these individuals under the above plans shall be retained until the share ownership of the individual participant in Metso amounts to his/her annual gross base salary. The incentive plans will have no diluting effect as no new shares will be issued in connection with them.