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Remuneration & Organization Development Committee
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The Remuneration & Organization Development Committee consists of four Supervisory Board Members, Mr Routs (Chairman), Mr Streppel, and Ms Hooymans.
The task of the Remuneration & Organization Development Committee is to assist the Supervisory Board regarding the development and appropriate application of remuneration policies for our Board of Management, including the remuneration of the members of the Board of Management for the coming year; the individual bonuses of members of the Board of Management on the basis of the policy framework for performance related pay, achieved targets and goals; allocation policies for options (to members of the Board of Management and to other KPN senior management) and the conditions under which options are granted; and the remuneration of members of the Supervisory Board for submission to the Supervisory Board and to the General Meeting of Shareholders.
Terms of Reference Remuneration & Organization Development Committee (PDF, 42 KB)
Remuneration policy
The Company’s remuneration policy is designed to ensure that KPN can attract, motivate and retain highly qualified executives who are critical to the Company’s long-term success. The goals, principles and practices outlined in this report are the same for all members of KPN's top management. The policy is based on three simple principles: pay competitively, pay for performance, and align remuneration with individual responsibility, experience and performance.
- Pay competitively: We benchmark remuneration levels against a peer group that includes European telecom operators and IT companies as well as AEX-listed companies. The complexity and size of the benchmark companies are taken into account and made comparable to KPN’s size and complexity through a methodology commonly used by independent remuneration experts (the list of companies is included below under ‘Employment market peer group’);
- Pay for performance: We place emphasis on incentives designed to the Company’s long-term value-creation strategy;
- To align remuneration with individual responsibility, experience and performance: Individual remuneration packages are designed for each member of the Board of Management.
