Art. 450

02013R0575-20201228 → 02013R0575-20210629

Article 450 Remuneration Disclosure of remuneration policy 1. Institutions shall disclose at least the following information, information regarding the their remuneration policy and practices of the institution for those categories of staff whose professional activities have a material impact on its the risk profile: profile of the institutions: (a) information concerning the decision-making process used for determining the remuneration policy, as well as the number of meetings held by the main body overseeing remuneration during the financial year, including, if where applicable, information about the composition and the mandate of a remuneration committee, the external consultant whose services have been used for the determination of the remuneration policy and the role of the relevant stakeholders; (b) information on about the link between pay of the staff and their performance; (c) the most important design characteristics of the remuneration system, including information on the criteria used for performance measurement and risk adjustment, deferral policy and vesting criteria; (d) the ratios between fixed and variable remuneration set in accordance with point (g) of Article 94(1)(g) 94(1) of Directive 2013/36/EU; (e) information on the performance criteria on which the entitlement to shares, options or variable components of remuneration is based; (f) the main parameters and rationale for any variable component scheme and any other non-cash benefits; (g) aggregate quantitative information on remuneration, broken down by business area; (h) aggregate quantitative information on remuneration, broken down by senior management and members of staff whose actions professional activities have a material impact on the risk profile of the institution, institutions, indicating the following: (i) the amounts of remuneration awarded for the financial year, split into fixed remuneration including a description of the fixed components, and variable remuneration, and the number of beneficiaries; (ii) the amounts and forms of awarded variable remuneration, split into cash, shares, share-linked instruments and other types; types separately for the part paid upfront and the deferred part; (iii) the amounts of outstanding deferred remuneration, split into vested and unvested portions; (iv) the amounts of deferred remuneration awarded for previous performance periods, split into the amount due to vest in the financial year and the amount due to vest in subsequent years; (iv) the amount of deferred remuneration due to vest in the financial year that is paid out during the financial year, paid out and that is reduced through performance adjustments; (v) new sign-on and severance payments made the guaranteed variable remuneration awards during the financial year, and the number of beneficiaries of such payments; those awards; (vi) the severance payments awarded in previous periods, that have been paid out during the financial year; (vii) the amounts of severance payments awarded during the financial year, split into paid upfront and deferred, the number of beneficiaries of those payments and highest such award payment that has been awarded to a single person; (i) the number of individuals being that have been remunerated EUR 1 million or more per financial year, for with the remuneration between EUR 1 million and EUR 5 million broken down into pay bands of EUR 500000 and for with the remuneration of EUR 5 million and above broken down into pay bands of EUR 1 million; (j) upon demand from the relevant Member State or competent authority, the total remuneration for each member of the management body or senior management. management; (k) information on whether the institution benefits from a derogation laid down in Article 94(3) of Directive 2013/36/EU. For the purposes of point (k) of the first subparagraph of this paragraph, institutions that benefit from such a derogation shall indicate whether they benefit from that derogation on the basis of point (a) or (b) of Article 94(3) of Directive 2013/36/EU. They shall also indicate for which of the remuneration principles they apply the derogation(s), the number of staff members that benefit from the derogation(s) and their total remuneration, split into fixed and variable remuneration. 2. For institutions that are significant in terms of their size, internal organisation and the nature, scope and the complexity of their activities, large institutions, the quantitative information on the remuneration of institutions' collective management body referred to in this Article shall also be made available to the public at the level of members of the management body of the institution. public, differentiating between executive and non-executive members. Institutions shall comply with the requirements set out in this Article in a manner that is appropriate to their size, internal organisation and the nature, scope and complexity of their activities and without prejudice to Regulation (EU) 2016/679 of the European Parliament and of the CouncilRegulation (EU) 2016/679 of the European Parliament and of the Council of 27 April 2016 on the protection of natural persons with regard to the processing of personal data and on the free movement of such data, and repealing Directive 95/46/EC. 95/46/EC (General Data Protection Regulation) (OJ L 119, 4.5.2016, p. 1)..