Traton : 2021 Remuneration Report (from the 2022 Invitation, pages 14–40)

Invitation / Annex to agenda item 7

Annex to agenda item 7

Remuneration report

The Executive Board and Supervisory Board of TRATON SE compiled the first remuneration report in accordance with section 162 of the Aktiengesetz (AktG - German Stock Corporation Act), in the version as amended by the Second Shareholder Rights' Directive (ARUG II), for fiscal year 2021. In this report, we explain the principles of the remuneration system for the Executive Board and Supervisory Board. The Remuneration Report also presents the individual remuneration broken down by component for current and former members of the Executive Board and Supervisory Board of TRATON SE.

REMUNERATION OF THE MEMBERS OF THE EXECUTIVE BOARD

Business performance in the year under review

The global economy recovered overall in 2021 after the strong impact of the COVID-19 pandemic in the previous year. In line with these macroeconomic developments, the most important truck markets (> 6t) for the TRATON GROUP reported a substantial recovery overall worldwide. By contrast, the most important bus markets declined slightly overall. The second half of 2021 was adversely affected by shortages in the supply of semiconductors and other key bought-in parts as well as a significant rise in prices for energy and other commodities. Overall, however, a sharp year-on-year increase in unit sales and sales revenue was recorded. Nevertheless, the judgment of the General Court of the European Union within the framework of the EU antitrust proceedings had a negative impact on operating result.

A further milestone was achieved in fiscal year 2021 with the merger of the TRATON GROUP with US commercial vehicle manufacturer Navistar on July 1, 2021. For the TRATON GROUP, this transaction represents its entry into the important North American market and thus the further expansion of its global reach.

Principles of Executive Board remuneration

The remuneration of the members of the Executive Board is based on the remuneration system resolved by the Supervisory Board on December 16, 2020, which came into effect on January 1, 2021. The Executive Board remuneration system implements the requirements of the AktG in the version as amended by ARUG II and takes account of the recommendations of the Code as amended on December 19, 2019 (entered into force on March 20, 2020). The Annual General Meeting approved the remuneration system on June 30, 2021, with 97.2% of the votes cast. For the members of the Executive Board who were already in office prior to December 16, 2020, the remuneration system shall apply until their contract is renewed and with the proviso that the performance share plan will continue to have a performance period of three years.

The level of the Executive Board remuneration should be appropriate and attractive in the context of the Company's national and international peer group. Criteria include the tasks of the individual Executive Board member, their personal performance, the economic situation, and the performance of and outlook for the Company, as well as how customary the remuneration is when measured against the peer group. In this context, comparative studies on remuneration are conducted on a regular basis.

The following provides an overview of the remuneration system for the Executive Board that was applicable in fiscal year 2021 before discussing the remuneration components in the same reporting period.

Overview of the remuneration components

The following table provides an overview of the remuneration components paid to the members of the Executive Board in fiscal year 2021. It also provides an overview of the composition of the individual remuneration components and explains the targets, especially in respect of how the remuneration is intended to foster the Company's long-term development.

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Invitation / Annex to agenda item 7

2021 EXECUTIVE BOARD REMUNERATION SYSTEM

Component		Composition	Target
Fixed remuneration components
Base salary		Twelve equal installments payable at month-end		The base remuneration and fringe
				benefits are intended to reflect the
Fringe benefits		In particular:
		tasks and responsibility of the
		- Private use of the first company car; second and third company cars with fuel
			Executive Board members, provide a
		cards in return for payment of a monthly flat fee; private use of the driver pool to
			basic income, and prevent them from
		an appropriate extent
			taking inappropriate risks.
		- Allowance toward health and long-term care insurance and retirement provision
		- Accident insurance
		- Installation and private use of security measures
		- Medical check-up for managers
		- Inclusion in D&O and criminal legal expenses insurance
		- Benefits in the event of death
		- Possible payment of tax consulting costs
		Modified fringe benefits for Executive Board members who are also members of the
		Executive Board of a foreign subsidiary:
		- Executive Board members who are also members of the Executive Board of a
		foreign subsidiary do not currently receive their fringe benefits from TRATON SE
		but from the respective foreign subsidiary.
		- These Executive Board members are only entitled to modified fringe benefits from
		TRATON SE, i.e., they are included in the D&O and criminal legal expenses
		insurance, they are entitled to benefits in the event of death, and, under certain
		circumstances, to the payment of tax consulting costs.
Occupational retirement		- Retirement, disability, and surviving dependents' benefits		The occupational retirement provision
provision		- In principle, upon reaching the age of 65 (earlier claims are possible)		is intended to provide Executive
		- Defined contribution system dependent on the performance of certain fund		Board members with an adequate
		indices		pension when they retire.
		- Annual contribution of 40% of the contractually agreed base salary
		- Executive Board members who are also members of the Executive Board of a
		foreign subsidiary do not currently receive occupational retirement provision from
		TRATON SE but from the respective foreign subsidiary.

Variable remuneration components

Profit bonus	- Plan type: target bonus
	- Cap: 180% of the target amount
	- Assessment period: profit bonus fiscal	year (year for which the bonus is granted)
	and previous fiscal year
	- Performance criteria:
	o Financial subtargets:
	· Operating return on sales (50%) and return on investment (50 %)
	o Operating return on sales is ratio of the operating result of the Industrial
	Business segment 1 before tax and excluding adjustments to the
	corresponding sales revenue.
	o Return on investment is ratio of the operating result of the Industrial
	Business segment 1 after tax (normalized tax rate of 30%) and excluding
	adjustments to the corresponding average invested capital.
	· The Supervisory Board defines	minimum, target, and maximum values for
	the financial subtargets for the bonus fiscal year. The minimum, target, and
	maximum values correspond to subtarget achievement of 50%, 100%, and
	150%, respectively; interim values are interpolated on a linear basis.

· The profit bonus depends on target achievement in the bonus fiscal year and the previous fiscal year (average over two years).

· Total financial target achievement = subtarget achievement operating return on sales x 50% + subtarget achievement return on investment x 50%

The bonus is intended to motivate the Executive Board members to pursue ambitious targets during the assessment period. The financial performance targets support the strategic target of achieving competitive earnings power. The integration of sustainability targets reflects the significance of the Environment, Social, and Governance factors.

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Invitation / Annex to agenda item 7

2021 EXECUTIVE BOARD REMUNERATION SYSTEM

Component	Composition	Target

Variable remuneration components

Profit bonus

Long-term incentive (LTI) (Note: for Executive Board members appointed prior to December 16, 2020,

1. three-yearperformance period continues to apply until their contract is renewed; in all other respects, however,
   the terms of the LTI are equivalent to the terms of the performance share plan described for fiscal year 2021.)

• Performance criteria: o ESG targets
• • Environment subtarget (in fiscal year 2021: to develop and implement a strategic core key performance indicator to measure Group-wide decarboni- zation/CO2 reduction), weighted at 50%
  • Social subtarget (opinion index), weighted at 50%
  • Governance factor (compliance and integrity) of between 0.9 and 1.1 (normal value 1.0)

· The Supervisory Board defines minimum, target, and maximum values for the Environment and Social subtargets for each fiscal year. The minimum, target, and maximum values correspond to subtarget achievement of 0.7, 1.0, and 1.3, respectively; interim values are interpolated on a linear basis.

• • Calculation of the ESG factor: [Environment subtarget achievement x 50% + Social subtarget achievement x 50%] x Governance factor (0.9-1.1)
• Profit bonus payment amount = individual target amount x financial target achievement x ESG factor
• Payout: in cash in the month following approval of the consolidated financial statements for the bonus fiscal year
• Plan type: performance share plan
• Performance period: in principle, forward-lookingfour-year term
• Cap: 200% of the target amount
• Allocation of performance shares: At the start of each fiscal year, the individually agreed target amount is divided by the arithmetic mean of the TRATON SE share

price (German Securities Identification Number: TRAT0N) in the Xetra trading system of Deutsche Börse AG on the last 30 trading days prior to January 1 in the respective performance period (initial reference price).

• Target setting: At the start of the performance period, the Supervisory Board defines minimum, target, and maximum values for earnings per share (EPS), the audited diluted earnings per TRATON share for continuing and discontinued operations. The minimum, target, and maximum EPS values correspond to target achievement of 50%, 100%, and 150%, respectively.
• Calculation of the payment amount: The final number of performance shares is calculated by multiplying the number of performance shares conditionally allocated at the start of the performance period by the arithmetic mean of the annual EPS target achievement figures during the performance period. The final number of performance shares is then multiplied by the sum of the arithmetic mean of the closing prices on the last 30 trading days prior to the end of the performance period (closing reference price) and the dividends paid per share during the performance period (dividend equivalent).
• Payment: in cash in the month following approval of the consolidated financial statements for the last fiscal year of the respective performance period.
• If the employment contract ends before the end of the performance period due to a bad leaver case (extraordinary termination for cause or revocation of appointment due to a gross breach of duties, resignation, termination without cause by the person concerned, a breach of a contractual or post-contractual restraint on competition), all performance shares will be forfeited.

The long-term incentive serves to align the remuneration of the Executive Board members to the Company's long-term performance. The financial performance target EPS in conjunction with share price performance and the dividends paid, measured over four years, ensures the long-term effect of the behavioral incentives and supports the strategic target of achieving competitive earnings power.

Other benefits

Special payment		- If applicable, on the basis of a separate agreement with the Executive Board		Special payments are intended to
		member		reward outstanding performance and
		- The agreement is made in advance for the fiscal year and defines performance		will only be granted if it is in the
		criteria for the special payment.		Company's interest to do so and
				generates a forward-looking benefit
				for the Company.
Benefits agreed with new		- Optional payments to compensate for declining variable remuneration or other		These (compensation) payments are
Executive Board members		financial disadvantages		intended to enable the company to
for a defined period of		- Optional benefits in connection with a relocation		attract qualified candidates for the
time or for the entire term		- Optional minimum remuneration guarantee		Executive Board.
of their employment
contracts

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2021 EXECUTIVE BOARD REMUNERATION SYSTEM

Component		Composition	Target
Other remuneration provisions
Penalty and clawback		- The possibility for the Supervisory Board to reduce profit bonuses and the		The aim is to motivate Executive Board
		performance share plan by up to 100% or to claw back the remuneration that has		members to maintain lawful and ethical
		already been paid in the case of relevant misconduct during the respective		conduct.
		relevant assessment period.
		- Clawback is excluded if more than three years have passed since the variable
		remuneration component was paid out.
Maximum remuneration		- The relevant components are the fixed salary for the respective fiscal year, the		The aim is to ensure that the remunera-
		service cost for occupational retirement provision, the fringe benefits granted, the		tion of Executive Board members is not
		profit bonuses granted for the respective fiscal year and paid out in the following		inappropriately high when measured
		year, the performance share plan paid out in the respective fiscal year and for		against the peer group.
		which the performance period ended immediately before the respective fiscal year,
		any special payment granted for the respective fiscal year, and any benefits
		granted to new Executive Board members.
		- €5,500,000 gross for the Chairman of the Executive Board per fiscal year; in
		general, €3,700,000 gross for the members of the Executive Board per fiscal year;
		in deviation from this €1,750,000 gross for Mr. Cortes and €4,000,000 gross for the
		member of the Executive Board who is also CEO of Scania AB and/or Scania CV AB.
		- The maximum remuneration for Executive Board members who are also members
		of the Executive Board of a foreign subsidiary consists of the total remuneration of
		TRATON SE together with that of the respective subsidiary.
		- If the maximum remuneration is exceeded, the variable remuneration components
		will be reduced accordingly.

1 In the course of the Navistar takeover, the structure of the TRATON GROUP was realigned. In fiscal year 2021, the former Industrial Business segment was replaced by "TRATON Operations including Corporate Items (excluding consolidation effects between the TRATON Operations business area and the TRATON Financial Services segment and effects from the purchase price allocations to Financial Services)."

REMUNERATION OF THE EXECUTIVE BOARD MEMBERS APPOINTED IN FISCAL YEAR 2021

Members of the Executive Board in fiscal year 2021

On the one hand, the Executive Board of TRATON SE is made up of members who are also members of the Executive Board of a foreign subsidiary and receive their remuneration proportionately from TRATON SE and the respective foreign subsidiary. On the other, it consists of members who are only members of the Executive Board of TRATON SE or also members of the Executive Board of a German subsidiary. These Executive Board members are remunerated entirely by TRATON SE; if they hold an additional Executive Board function at a German subsidiary, part of their remuneration will be reimbursed by way of intercompany charging. The members of the Executive Board receive no additional remuneration for discharging further mandates in the management bodies, supervisory boards, or comparable bodies of other Group companies in the course of their board activity. Should such remuneration be granted nonetheless, it will be offset against the remuneration for the activity as a member of the Executive Board of TRATON SE.

In fiscal year 2021, the Executive Board of TRATON SE had the following members:

Christian Levin: Mr. Levin has been a member of the Executive Board since the effective date of the change of legal form of TRATON AG to TRATON SE on the day this was entered in the commercial register in 2019, and has been the Chairman of the Executive Board since October 1, 2021. In addition, until April 30, 2021, Mr. Levin was Managing Director of TRATON AB and, since May 1, 2021, has been Chief Executive Officer of Scania AB and Scania CV AB. From January 1, 2021, to April 30, 2021, and from May 1, 2021, to September 30, 2021, Mr. Levin received 20% of his fixed and variable remuneration from TRATON SE and 80% from TRATON AB and Scania CV AB. Since October 1, 2021, the remuneration is divided between TRATON SE and Scania CV AB based on areas of responsibility. Until April 30, 2021, Mr. Levin received fringe benefits and occupational retirement provision solely from TRATON AB; since May 1, 2021, they are solely received from Scania CV AB.

Matthias Gründler: Mr. Gründler was a member and Chairman of the Executive Board from July 16, 2020. He stepped down effective the end of September 30, 2021.

Mathias Carlbaum: Mr. Carlbaum has been a member of the Executive Board since October 1, 2021, and, in addition, Chief Executive Officer and President of Navistar since September 1, 2021, on the basis of a secondment agreement between him, Scania CV AB, and Navistar International Corporation (Navistar). Since October 1, 2021, 20% of his fixed and variable remuneration

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Invitation / Annex to agenda item 7

has been borne by TRATON SE and 80% by Navistar. The fringe benefits for Mr. Carlbaum are borne by Navistar. All pension expenses and some fringe benefits were paid by Scania CV AB, with which Mr. Carlbaum still has a dormant employment contract, and charged on to Navistar.

Antonio Roberto Cortes: Mr. Cortes has been a member of the Executive Board since the effective date of the change of legal form of TRATON AG to TRATON SE on the day this was entered in the commercial register in 2019, and is also Chief Executive Officer of MAN Latin America Indústria e Comércio de Veículos Ltda. (MAN Latin America). Mr. Cortes receives 20% of his fixed and variable remuneration from TRATON SE and 80% from MAN Latin America. Mr. Cortes received his fringe benefits and occupational pension entirely from MAN Latin America.

Annette Danielski: Ms. Danielski has been a member of the Executive Board since October 1, 2021.

Henrik Henriksson: Mr. Henriksson was a member of the Executive Board from the effective date of the change of legal form of TRATON AG to TRATON SE on the day this was entered in the commercial register in 2019. He stepped down effective the end of April 30, 2021. Mr. Henriksson was also President and Chief Executive Officer of Scania CV AB and Scania AB. He also stepped down from these roles effective the end of April 30, 2021. Mr. Henriksson received 20% of his fixed and variable remuneration from TRATON SE and 80% from Scania CV AB. Mr. Henriksson received his fringe benefits and occupational pension entirely from Scania CV AB.

Bernd Osterloh: Mr. Osterloh has been a member of the Executive Board since May 1, 2021. From October 1 to December 31, 2021, he was also a member of the Executive Board and Arbeitsdirektor (Executive Board member responsible for employee relations) of MAN Truck & Bus SE. Mr. Osterloh received no separate remuneration in fiscal year 2021 for his role at MAN Truck

• Bus SE. The Supervisory Board of MAN Truck & Bus SE resolved to reimburse TRATON SE 20% of the remuneration expenses (fixed and variable remuneration) for the period since October 1, 2021, by way of intercompany charging.

Christian Schulz: Mr. Schulz was a member of the Executive Board from the effective date of the change of legal form of TRATON AG to TRATON SE on the day this was entered in the commercial register in 2019. He stepped down effective the end of September 30, 2021.

Dr. Ing. h.c. Andreas Tostmann: Dr. Ing. h.c. Tostmann was a member of the Executive Board from July 16, 2020. He stepped down effective the end of November 24, 2021. Moreover, he was Chairman of the Executive Boards of MAN SE (until the merger with TRATON SE on August 31, 2021) and of MAN Truck & Bus SE. He also stepped down from his positions as member and Chairman of the Executive Board of MAN Truck & Bus SE effective the end of November 24, 2021. Dr. Ing. h.c. Tostmann received no separate remuneration in fiscal year 2021 for his roles at MAN SE and MAN Truck & Bus SE. The Supervisory Board of MAN Truck & Bus SE resolved to reimburse TRATON SE 80% of the remuneration expenses (fixed and variable remuneration) for fiscal year 2021 by way of intercompany charging.

Alexander Vlaskamp: Mr. Vlaskamp has been a member of the Executive Board since November 25, 2021, and is also Chairman of the Executive Board of MAN Truck & Bus SE. Mr. Vlaskamp received no separate remuneration in fiscal year 2021 for his role at MAN Truck & Bus SE. The Supervisory Board of MAN Truck & Bus SE resolved to reimburse TRATON SE 80% of the expenses for remuneration (fixed and variable remuneration) for the period since November 25, 2021, by way of intercompany charging.

REMUNERATION GRANTED AND OWED IN FISCAL YEAR 2021

In accordance with section 162 (1) sentence 1 of the AktG, the remuneration report must detail the remuneration granted and owed to each individual member of the Executive Board in the past fiscal year. The terms used are defined as follows:

• The term "granted" means the "actual receipt of the remuneration component."
• The term "owed" covers "all legal obligations in respect of remuneration components that are due but have not yet been fulfilled."

These definitions differ from the terms "benefits granted" and "benefits received" used in previous remuneration reports. The term "benefits granted" within the meaning of the Code (2017) included all remuneration components, irrespective of the time of actual payment, which had been awarded at least in principle to a member of the Executive Board in the fiscal year and the amount of which could be estimated. The introduction of section 162 of the AktG means it is no longer possible to continue applying the distinction between "granted" and "received" as had previously been the case. The term "granted" used in section 162 of the AktG most closely matches the definition of the term "received" that was previously used.

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Table overview

The following tables show the remuneration actually received by the members of the Executive Board in fiscal year 2021. The time of actual payment is not significant. Correspondingly, the remuneration granted in 2021 includes the base salary paid in fiscal year 2021, the fringe benefits, the bonus paid for fiscal year 2021 following approval of the Company's consolidated financial statements, and any advance payments on LTI 2020-2022. Advance payments of this kind were received by Mr. Cortes, Mr. Levin, and Mr. Schulz because they had already been members of the Executive Board on January 17, 2019. The aim is to compensate for the payment gap caused by the switch to the forward-looking performance share plan. The advance payment is offset against actual target achievement at the end of the three-year performance period. The advance will not be paid if conduct meeting penalty criteria exists in the first year of the performance period. A penalty was not triggered for either Mr. Cortes, Mr. Levin, or Mr. Schulz. No LTI was paid in the year under review since neither a three-year nor a four-year performance period had yet ended. As the Company was not in arrears with the payment of remuneration components, the tables do not show any remuneration owed.

The relative portions shown in the tables refer to the remuneration components "granted and owed" in the respective fiscal year in accordance with section 162 (1) sentence 1 of the AktG. They therefore include all benefits actually received by the members of the Executive Board in the respective fiscal year, no matter which fiscal year they were paid for. The relative portions shown here are therefore not comparable with the respective relative portions of the fixed and variable remuneration components in total remuneration as contained in the description of the remuneration system in accordance with section 87a (1) sentence 2 no. 3 of the AktG. The portions shown in the remuneration system refer to the respective target values granted for the respective fiscal year, irrespective of the time at which the remuneration component in question is paid out.

The pension expense is shown as the service cost in accordance with IAS 19, which is not "granted or owed" remuneration within the meaning of section 162 (1) sentence 1 of the AktG because it is not received by the member of the Executive Board in the year under review. It also includes other pension benefits such as surviving dependents' benefits and the use of company cars, as well as defined contribution pension plans where these are provided for under foreign legislation.

The maximum remuneration is the maximum remuneration within the meaning of section 87a (1) sentence 2 no. 1 of the AktG in accordance with the remuneration system resolved by the Supervisory Board and approved by the Annual General Meeting.

Moreover, in accordance with the remuneration system resolved by the Supervisory Board on December 16, 2020, and approved by the Annual General Meeting on June 30, 2021, the employment contracts of the members of the Executive Board contain a penalty and clawback provision. TRATON SE did not make use of these regulations in fiscal year 2021.

Further explanations about the individual tables can be found below the tables.

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Invitation / Annex to agenda item 7

Christian Levin

REMUNERATION COMPONENT	2021

Fixed remuneration components

Base salary

Fringe benefits

Total

Variable remuneration components

Multi-year variable remuneration

• Profit bonus (target amount €883 thousand per annum)
• LTI 2020-2022 (performance share plan, three-year term; target amount €1,175 thousand per annum) - advance payment

Sum - remuneration granted and owed

Pension expenses

Total remuneration including pension expenses

Maximum remuneration

Clawback in accordance with section 162 (1) sentence 2 no. 4 of the AktG

TRATON SE

Scania CV AB

TRATON AB

TRATON SE

Scania CV AB

TRATON AB

TRATON SE

Scania CV AB

TRATON AB

Total

TRATON SE

Scania CV AB

TRATON AB

TRATON SE

Scania CV AB

TRATON AB

TRATON SE

Scania CV AB

TRATON AB

Total

TRATON SE

Scania CV AB

TRATON AB

TRATON SE

Scania CV AB

TRATON AB

Total

Total

€ thousand 1

414

407

187

0

22

14

414

430

201

1,045

0

0

0

149

0

595

563

407

782

1,752

0

382

713

563

789

1,495

2,847

4,275

0

in %

58

2

60

0

42

100

-

1 Contractually agreed exchange rate: SEK 10.30 = €1

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Mathias Carlbaum

REMUNERATION COMPONENT		2021
						€ thousand	in %
Fixed remuneration components
Base salary	TRATON SE	37			58
				Navistar	150
Fringe benefits	TRATON SE	0			42
				Navistar1	136
Total	TRATON SE	37			100
				Navistar	286
				Total	323
Variable remuneration components
Multi-year variable remuneration
- Profit bonus (target amount €750 thousand per annum)	TRATON SE	0			0
				Navistar	0
- LTI (performance share plan, four-year term; target amount €996 thousand per annum)	TRATON SE	0			0
				Navistar	0
Sum - remuneration granted and owed	TRATON SE	37			100
				Navistar	286
				Total	323
Pension expenses	TRATON SE	0
				Navistar	86
Total remuneration including pension expenses	TRATON SE	37
									-
				Navistar	371
				Total	409
Maximum remuneration	Total	925
Clawback in accordance with section 162 (1) sentence 2 no. 4 of the AktG		0

1 The fringe benefits also include benefits due to Mr. Carlbaum's appointment to Navistar.

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Antonio Roberto Cortes

REMUNERATION COMPONENT	2021

Fixed remuneration components

Base salary

Fringe benefits

Total

Variable remuneration components

Multi-year variable remuneration

• Profit bonus (target amount €310 thousand per annum)
• LTI 2020-2022 (performance share plan, three-year term; target amount €310 thousand per annum) - advance payment

Sum - remuneration granted and owed

Pension expenses

Total remuneration including pension expenses

Maximum remuneration

Clawback in accordance with section 162 (1) sentence 2 no. 4 of the AktG

TRATON SE

MAN Latin America

TRATON SE

MAN Latin America

TRATON SE

MAN Latin America

Total

TRATON SE

MAN Latin America

TRATON SE

MAN Latin America

TRATON SE

MAN Latin America

Total

TRATON SE

MAN Latin America

TRATON SE

MAN Latin America

Total

Total

€ thousand 1

124

496

0

24

124

520

644

0

0

50

198

174

718

892

0

247

174

966

1,139

1,750

0

in %

69

3

72

0

28

100

-

1 Contractually agreed exchange rate: BRL 6.36 = €1

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Annette Danielski

REMUNERATION COMPONENT	2021
		€ thousand	in %
Fixed remuneration components
Base salary	175			94
Fringe benefits	12			6
Total	187			100
Variable remuneration components
Multi-year variable remuneration
- Profit bonus (target amount €700 thousand per annum)	0			0
- LTI (performance share plan, four-year term; target amount €930 thousand per annum)	0			0
Sum - remuneration granted and owed	187			100
Pension expenses	11
Total remuneration including pension expenses		198			-
Maximum remuneration	925
Clawback in accordance with section 162 (1) sentence 2 no. 4 of the AktG	0

Matthias Gründler 1

REMUNERATION COMPONENT	2021

Fixed remuneration components

Base salary

Fringe benefits

Total

Variable remuneration components

Multi-year variable remuneration

• Profit bonus (target amount €1,350 thousand per annum)
• LTI (performance share plan, three-year term; target amount €1,800 thousand per annum)
  Sum - remuneration granted and owed Pension expenses
  Total remuneration including pension expenses Maximum remuneration
  Clawback in accordance with section 162 (1) sentence 2 no. 4 of the AktG

€ thousand

1,012

71

1,084

0

0

1,084

348

1,431

4,125

0

in %

93

7

100

0

0

100

-

1 Until September 30, 2021

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