DHL 2011 Annual Report Download - page 145

Stock option plans for members of the Board of Management and executives
Speci c details of stock option plans and similar share-based incentive schemes
o ered by the company, insofar as they concern the Board of Management, are given
in the remuneration report.
Senior executives of the Group take part in a global Share Matching Scheme. Within
the framework of this plan, executives of grades  to  of our Role Classi cation System
 must invest  , and may invest up to  , of their annual variable remuneration
in Deutsche Post stock at the current share price. Executives of grades  and  may invest
up to   of their annual variable remuneration. A er a four-year holding period and
a corresponding period of a liation with the Group, the executives receive one bonus
share for every Deutsche Post share purchased and continuously held under the plan.
In addition, selected executives receive stock appreciation rights  s in annual
tranches as a long-term remuneration component. Apart from the fact that they do
not need to make a personal investment, the structure of this remuneration element
corresponds to that described in the remuneration report for the Board of Management.
Remuneration report
 e remuneration report also forms part of the Group Management Report.
Remuneration structure of the Group Board of Management in fi nancial year 
 e total remuneration paid to individual Board of Management members for
 nan cial year  was determined by the Supervisory Board, which held consulta-
tions to resolve on the remuneration system for the Board of Management, including
the main contractual elements. In so doing it obtained advice from an independent
remuneration consultant.
 e Board of Management remuneration re ects the size and global reach of the
company, its economic and  nancial situation and the roles and achievements of the
individual members. It is set to ensure competitiveness with comparable German and
inter national companies, thus incentivising the Board of Management members to
deliver maximum performance and achieve results.
 e remuneration paid to the Board of Management for  is in line with standard
market practice, appropriate to the tasks involved and designed to reward performance;
it comprises  xed (non-performance-related) elements and variable (performance-
related) elements, which include short, medium and long-term incentives.
Non-performance-related components are the annual base salary ( xed annual
remuneration), fringe bene ts and pension commitments.  e annual base salary is
paid in twelve equal monthly instalments retroactively at the end of each month. Fringe
bene ts mainly comprise the use of company cars, supplements for insurance premiums
and special allowances and bene ts for assignments outside the home country.
 e variable remuneration paid to the Board of Management is predominantly me-
dium and long-term based. Half of the variable remuneration consists of a long-term
incentive plan with a four-year calculation period; the other half is made up of an annual
bonus linked to the company’s yearly pro ts, with   of the annual bonus  owing into
a medium-term component with a three-year calculation period.  us only   of the
variable remuneration component is paid out on the basis of a one-year calculation.
Page  ff.
Note 
Page  ff.
Deutsche Post DHL Annual Report 
Corporate Governance
Corporate Governance Report
Remuneration report
139