Ibercaja
Identified Staff
The Identified Staff of Ibercaja Banco is composed by the members of the Board of Directors, senior management and employees whose professional activities have a material impact on the entity’s risk profile.
The quantitative and qualitative criteria to be taken into account for including or excluding someone in or from the Identified Staff are explained in the Risk Management Remuneration Policy approved by the Board of Directors, where the criteria set out in the Delegated Regulation (EU) 2021/923 of the European Commission, of March 25, among others, are incorporated.
All members of the Board of Directors, including the Chief Executive Officer, and any other proprietary and independent (totalling to 11 people), are part of the Identified Staff, as well as the members of the Steering Committee (14 people), people who hold control functions (14 people), Territorial directors and those who, based on qualitative and quantitative criteria set in the internal policies, have a material impact on the entity’s risk profile (40 people). In total, the Identified Staff is made up of 84 people.
Within the Identified Staff, a distinction is made between directors subject to Board members’ remuneration policy and staff in a managerial position and employees.
For the senior management and employees of the Identified Staff, the variable component of the remuneration is calculated on the basis of the achievement of general and specific targets which are approved every year by the Board of Directors, at the CEO’s proposal and after a favourable report prepared by the Compensation Committee. The results of the evaluation used as a reference to calculate the variable remuneration will be included in the multiannual framework coinciding with the Strategic Plan to ensure that the assessment process is based on long-term targets and that it takes into consideration the entity’s underlying economic cycle and its risks.
Additionally, a malus clause is considered, which will be activated in case of achieving any of the parameters approved by the Board of Directors following a report from the Compensation Committee. The activation of the malus clauses means the elimination of the variable component of the remuneration,including additionally clawback provisions. In them, specific criteria are determined, which include, in particular, situations in which the member of the Identified Staff has participated in or is responsible for conduct that has generated significant losses for the Entity and in which he/she fails to comply with the appropriate requirements of suitability and propriety. In addition, the variable compensation of the Identified Staff is subject to a deferral clause.
In application of Directive 2013/36/EU of the European Parliament and of the Council of June 26, 2013, since 2012 IBERCAJA has had a Risk-Related Remuneration Policy, which is applicable to the members of the organization whose professional activities have a significant impact on the risk profile of the Entity and whose purpose is, on the one hand, to combine the interests and business objectives of the Entity and the professional effort and motivation of the Identified Staff and, on the other hand, to promote sound and effective risk management, which does not stimulate, in those who make up the Identified Collective, the professional effort and motivation of the Identified Collective, to combine the interests and business objectives of the Entity and the professional efforts and motivation of the Identified Staff and, on the other hand, to promote sound and effective risk management, which does not encourage the members of the Identified Staff to assume risks that differ from those established in the Risk Appetite Framework (RAF) approved by the Board of Directors.
The aggregated quantitative information on the remuneration received by the Identified Staff may be consulted in Prudential Relevance Report.
The quantitative and qualitative criteria to be taken into account for including or excluding someone in or from the Identified Staff are explained in the Risk Management Remuneration Policy approved by the Board of Directors, where the criteria set out in the Delegated Regulation (EU) 2021/923 of the European Commission, of March 25, among others, are incorporated.
All members of the Board of Directors, including the Chief Executive Officer, and any other proprietary and independent (totalling to 11 people), are part of the Identified Staff, as well as the members of the Steering Committee (14 people), people who hold control functions (14 people), Territorial directors and those who, based on qualitative and quantitative criteria set in the internal policies, have a material impact on the entity’s risk profile (40 people). In total, the Identified Staff is made up of 84 people.
Within the Identified Staff, a distinction is made between directors subject to Board members’ remuneration policy and staff in a managerial position and employees.
For the senior management and employees of the Identified Staff, the variable component of the remuneration is calculated on the basis of the achievement of general and specific targets which are approved every year by the Board of Directors, at the CEO’s proposal and after a favourable report prepared by the Compensation Committee. The results of the evaluation used as a reference to calculate the variable remuneration will be included in the multiannual framework coinciding with the Strategic Plan to ensure that the assessment process is based on long-term targets and that it takes into consideration the entity’s underlying economic cycle and its risks.
Additionally, a malus clause is considered, which will be activated in case of achieving any of the parameters approved by the Board of Directors following a report from the Compensation Committee. The activation of the malus clauses means the elimination of the variable component of the remuneration,including additionally clawback provisions. In them, specific criteria are determined, which include, in particular, situations in which the member of the Identified Staff has participated in or is responsible for conduct that has generated significant losses for the Entity and in which he/she fails to comply with the appropriate requirements of suitability and propriety. In addition, the variable compensation of the Identified Staff is subject to a deferral clause.
In application of Directive 2013/36/EU of the European Parliament and of the Council of June 26, 2013, since 2012 IBERCAJA has had a Risk-Related Remuneration Policy, which is applicable to the members of the organization whose professional activities have a significant impact on the risk profile of the Entity and whose purpose is, on the one hand, to combine the interests and business objectives of the Entity and the professional effort and motivation of the Identified Staff and, on the other hand, to promote sound and effective risk management, which does not stimulate, in those who make up the Identified Collective, the professional effort and motivation of the Identified Collective, to combine the interests and business objectives of the Entity and the professional efforts and motivation of the Identified Staff and, on the other hand, to promote sound and effective risk management, which does not encourage the members of the Identified Staff to assume risks that differ from those established in the Risk Appetite Framework (RAF) approved by the Board of Directors.
The aggregated quantitative information on the remuneration received by the Identified Staff may be consulted in Prudential Relevance Report.
