III. Remuneration for members of the Executive Board in 2019

In accordance with the recommendations of the DCGK, as amended on 7 February 2017, the remuneration of Executive Board members is presented in two separate tables. Firstly, the benefits granted for the year under review, including the additional benefits and – in the case of variable remuneration components – the maximum and minimum remuneration achievable are shown. > TABLE 032

Secondly, > TABLE 033 shows the total remuneration allocated / earned, comprising fixed remuneration, short-term variable remuneration and long-term variable remuneration, broken down by reference year.

1) Benefits granted pursuant to the DCGK

The total remuneration granted to Executive Board members for 2019 was €14,025 thousand (minimum: €5,826 thousand, maximum: €22,224 thousand) (2018: €13,148 thousand). Of this amount, €4,276 thousand (2018: €3,628 thousand) was attributable to fixed non-performance-related remuneration components, €8,199 thousand (minimum: €0 thousand, maximum: €16,398 thousand) (2018: €7,722 thousand) to variable one-year and multiple-year performance-related remuneration components, €272 thousand (2018: €841 thousand) to non-performance-related non-cash remuneration and other benefits and €1,277 thousand (2018: €957 thousand) to the pension expense in accordance with IFRS. The figure shown for one-year variable remuneration is based on a target achievement rate of 100 per cent (minimum: 0 per cent for target achievement of 70 per cent or less, maximum: 200 per cent for target achievement of 130 per cent or more). The figure shown for multiple-year variable remuneration is the fair value of the performance share plan at the date of grant, representing full target achievement (minimum: zero payment, maximum: 200 per cent of the contractual allocation value).

The additional benefits were measured at the value calculated for tax purposes. > TABLE 032

Benefits granted in 2019

 

 

032

Gordon Riske

 

 

 

Gordon Riske

 

 

 

CEO of KION GROUP AG

 

 

 

€ thousand

2018

2019

2019 (min.)

2019 (max.)

1

Non-performance related, non-cash remuneration and other benefits include expenses and / or benefits in kind, such as the use of a company car and housing costs. The amounts for Ms Groth and Ms Schneeberger also contain a one-off compensation payment in 2018 (€314 thousand for Ms Groth, €328 thousand for Ms Schneeberger).

2

The amount shown for Mr Quek includes a flat-rate allowance of 29 per cent (2018: 58 per cent) as part of a tax equalisation agreement.

3

The figure shown for one-year variable remuneration is based on a target achievement rate of 100 per cent (minimum: 0 per cent for target achievement of 70 per cent or less, maximum: 200 per cent for target achievement of 130 per cent or more).

4

Fair value on the date of grant.

5

The amount shown for Mr Quek includes a flat-rate allowance of 29 per cent (2018: 53 per cent) as part of a tax equalisation agreement.

6

All of Dr Toepfer’s entitlements under the performance share plan have expired because he left the Company on 31 March 2018.

7

Service cost in accordance with IFRS (the service cost in accordance with the HGB is shown in table 035).

Non-per­for­mance-related
components

 

Fixed remuneration

1,400

1,400

1,400

1,400

 

Non-cash remuneration and other benefits1

34

34

34

34

 

Total

1,434

1,434

1,434

1,434

Performance-related components

Short-term incentive

One-year variable remuneration2,3

800

800

0

1,600

Share-based long-term incentive

Multiple-year variable remuneration4,5,6

1,600

1,600

0

3,200

Performance share plan (1 Jan 2018 – 31 Dec 2020)

1,600

 

 

 

Performance share plan (1 Jan 2019 – 31 Dec 2021)

 

1,600

0

3,200

 

Total

3,834

3,834

1,434

6,234

Pension expense7

631

620

620

620

Total remuneration

4,464

4,454

2,054

6,854

 

 

 

 

 

 

 

Reconciliation to total remuneration as defined by section 285 no. 9a, section 314 (1) no. 6a HGB in conjunction with GAS 17

 

 

 

 

 

 

Minus the one-year variable remuneration granted

–800

–800

 

 

 

Plus the expected one-year variable remuneration (allocation)

663

1,156

 

 

Minus the pension expense

–631

–620

 

 

 

 

Plus the ad­just­ment of the one-year variable remuneration for the previous year

170

 

 

 

 

 

Total remuneration as defined by section 285 no. 9a, section 314 (1) no. 6a HGB in conjunction with GAS 17

3,866

4,190

 

 

Dr Eike Böhm

 

 

 

Dr Eike Böhm

 

 

 

CTO of KION GROUP AG

 

 

 

€ thousand

2018

2019

2019 (min.)

2019 (max.)

1

Non-performance related, non-cash remuneration and other benefits include expenses and / or benefits in kind, such as the use of a company car and housing costs. The amounts for Ms Groth and Ms Schneeberger also contain a one-off compensation payment in 2018 (€314 thousand for Ms Groth, €328 thousand for Ms Schneeberger).

2

The amount shown for Mr Quek includes a flat-rate allowance of 29 per cent (2018: 58 per cent) as part of a tax equalisation agreement.

3

The figure shown for one-year variable remuneration is based on a target achievement rate of 100 per cent (minimum: 0 per cent for target achievement of 70 per cent or less, maximum: 200 per cent for target achievement of 130 per cent or more).

4

Fair value on the date of grant.

5

The amount shown for Mr Quek includes a flat-rate allowance of 29 per cent (2018: 53 per cent) as part of a tax equalisation agreement.

6

All of Dr Toepfer’s entitlements under the performance share plan have expired because he left the Company on 31 March 2018.

7

Service cost in accordance with IFRS (the service cost in accordance with the HGB is shown in table 035).

Non-per­for­mance-related
components

 

Fixed remuneration

650

650

650

650

 

Non-cash remuneration and other benefits1

15

17

17

17

 

Total

665

667

667

667

Performance-related components

Short-term incentive

One-year variable remuneration2,3

400

400

0

800

Share-based long-term incentive

Multiple-year variable remuneration4,5,6

1,000

1,000

0

2,000

Performance share plan (1 Jan 2018 – 31 Dec 2020)

1,000

 

 

 

Performance share plan (1 Jan 2019 – 31 Dec 2021)

 

1,000

0

2,000

 

Total

2,065

2,067

667

3,467

Pension expense7

147

144

144

144

Total remuneration

2,212

2,211

811

3,611

 

 

 

 

 

 

 

Reconciliation to total remuneration as defined by section 285 no. 9a, section 314 (1) no. 6a HGB in conjunction with GAS 17

 

 

 

 

 

 

Minus the one-year variable remuneration granted

–400

–400

 

 

 

Plus the expected one-year variable remuneration (allocation)

331

578

 

 

Minus the pension expense

–147

–144

 

 

 

 

Plus the ad­just­ment of the one-year variable remuneration for the previous year

1

–33

 

 

 

 

Total remuneration as defined by section 285 no. 9a, section 314 (1) no. 6a HGB in conjunction with GAS 17

1,997

2,212

 

 

Anke Groth

 

 

 

Anke Groth

 

 

 

CFO of KION GROUP AG
from 1 June 2018

 

 

 

€ thousand

2018

2019

2019 (min.)

2019 (max.)

1

Non-performance related, non-cash remuneration and other benefits include expenses and / or benefits in kind, such as the use of a company car and housing costs. The amounts for Ms Groth and Ms Schneeberger also contain a one-off compensation payment in 2018 (€314 thousand for Ms Groth, €328 thousand for Ms Schneeberger).

2

The amount shown for Mr Quek includes a flat-rate allowance of 29 per cent (2018: 58 per cent) as part of a tax equalisation agreement.

3

The figure shown for one-year variable remuneration is based on a target achievement rate of 100 per cent (minimum: 0 per cent for target achievement of 70 per cent or less, maximum: 200 per cent for target achievement of 130 per cent or more).

4

Fair value on the date of grant.

5

The amount shown for Mr Quek includes a flat-rate allowance of 29 per cent (2018: 53 per cent) as part of a tax equalisation agreement.

6

All of Dr Toepfer’s entitlements under the performance share plan have expired because he left the Company on 31 March 2018.

7

Service cost in accordance with IFRS (the service cost in accordance with the HGB is shown in table 035).

Non-per­for­mance-related
components

 

Fixed remuneration

467

800

800

800

 

Non-cash remuneration and other benefits1

320

13

13

13

 

Total

787

813

813

813

Performance-related components

Short-term incentive

One-year variable remuneration2,3

292

500

0

1,000

Share-based long-term incentive

Multiple-year variable remuneration4,5,6

861

1,000

0

2,000

Performance share plan (1 Jan 2018 – 31 Dec 2020)

861

 

 

 

Performance share plan (1 Jan 2019 – 31 Dec 2021)

 

1,000

0

2,000

 

Total

1,939

2,313

813

3,813

Pension expense7

 

247

247

247

Total remuneration

1,939

2,560

1,060

4,060

 

 

 

 

 

 

 

Reconciliation to total remuneration as defined by section 285 no. 9a, section 314 (1) no. 6a HGB in conjunction with GAS 17

 

 

 

 

 

 

Minus the one-year variable remuneration granted

–292

–500

 

 

 

Plus the expected one-year variable remuneration (allocation)

242

723

 

 

Minus the pension expense

 

–247

 

 

 

 

Plus the ad­just­ment of the one-year variable remuneration for the previous year

 

 

 

 

 

 

Total remuneration as defined by section 285 no. 9a, section 314 (1) no. 6a HGB in conjunction with GAS 17

1,889

2,536

 

 

Ching Pong Quek

 

 

 

Ching Pong Quek

 

 

 

Chief Asia Pacific Officer
of KION GROUP AG

 

 

 

€ thousand

2018

2019

2019 (min.)

2019 (max.)

1

Non-performance related, non-cash remuneration and other benefits include expenses and / or benefits in kind, such as the use of a company car and housing costs. The amounts for Ms Groth and Ms Schneeberger also contain a one-off compensation payment in 2018 (€314 thousand for Ms Groth, €328 thousand for Ms Schneeberger).

2

The amount shown for Mr Quek includes a flat-rate allowance of 29 per cent (2018: 58 per cent) as part of a tax equalisation agreement.

3

The figure shown for one-year variable remuneration is based on a target achievement rate of 100 per cent (minimum: 0 per cent for target achievement of 70 per cent or less, maximum: 200 per cent for target achievement of 130 per cent or more).

4

Fair value on the date of grant.

5

The amount shown for Mr Quek includes a flat-rate allowance of 29 per cent (2018: 53 per cent) as part of a tax equalisation agreement.

6

All of Dr Toepfer’s entitlements under the performance share plan have expired because he left the Company on 31 March 2018.

7

Service cost in accordance with IFRS (the service cost in accordance with the HGB is shown in table 035).

Non-per­for­mance-related
components

 

Fixed remuneration

749

776

776

776

 

Non-cash remuneration and other benefits1

136

135

135

135

 

Total

885

911

911

911

Performance-related components

Short-term incentive

One-year variable remuneration2,3

525

428

0

857

Share-based long-term incentive

Multiple-year variable remuneration4,5,6

1,270

1,071

0

2,141

Performance share plan (1 Jan 2018 – 31 Dec 2020)

1,270

 

 

 

Performance share plan (1 Jan 2019 – 31 Dec 2021)

 

1,071

0

2,141

 

Total

2,679

2,410

911

3,909

Pension expense7

120

118

118

118

Total remuneration

2,800

2,528

1,029

4,027

 

 

 

 

 

 

 

Reconciliation to total remuneration as defined by section 285 no. 9a, section 314 (1) no. 6a HGB in conjunction with GAS 17

 

 

 

 

 

 

Minus the one-year variable remuneration granted

–525

–428

 

 

 

Plus the expected one-year variable remuneration (allocation)

435

619

 

 

Minus the pension expense

–120

–118

 

 

 

 

Plus the ad­just­ment of the one-year variable remuneration for the previous year

40

–81

 

 

 

 

Total remuneration as defined by section 285 no. 9a, section 314 (1) no. 6a HGB in conjunction with GAS 17

2,630

2,520

 

 

Susanna Schneeberger

 

 

 

Susanna Schneeberger

 

 

 

CDO of KION GROUP AG
from 1 October 2018

 

 

 

€ thousand

2018

2019

2019 (min.)

2019 (max.)

1

Non-performance related, non-cash remuneration and other benefits include expenses and / or benefits in kind, such as the use of a company car and housing costs. The amounts for Ms Groth and Ms Schneeberger also contain a one-off compensation payment in 2018 (€314 thousand for Ms Groth, €328 thousand for Ms Schneeberger).

2

The amount shown for Mr Quek includes a flat-rate allowance of 29 per cent (2018: 58 per cent) as part of a tax equalisation agreement.

3

The figure shown for one-year variable remuneration is based on a target achievement rate of 100 per cent (minimum: 0 per cent for target achievement of 70 per cent or less, maximum: 200 per cent for target achievement of 130 per cent or more).

4

Fair value on the date of grant.

5

The amount shown for Mr Quek includes a flat-rate allowance of 29 per cent (2018: 53 per cent) as part of a tax equalisation agreement.

6

All of Dr Toepfer’s entitlements under the performance share plan have expired because he left the Company on 31 March 2018.

7

Service cost in accordance with IFRS (the service cost in accordance with the HGB is shown in table 035).

Non-per­for­mance-related
components

 

Fixed remuneration

163

650

650

650

 

Non-cash remuneration and other benefits1

332

73

73

73

 

Total

494

723

723

723

Performance-related components

Short-term incentive

One-year variable remuneration2,3

100

400

0

800

Share-based long-term incentive

Multiple-year variable remuneration4,5,6

750

1,000

0

2,000

Performance share plan (1 Jan 2018 – 31 Dec 2020)

750

 

 

 

Performance share plan (1 Jan 2019 – 31 Dec 2021)

 

1,000

0

2,000

 

Total

1,344

2,123

723

3,523

Pension expense7

 

148

148

148

Total remuneration

1,344

2,270

870

3,670

 

 

 

 

 

 

 

Reconciliation to total remuneration as defined by section 285 no. 9a, section 314 (1) no. 6a HGB in conjunction with GAS 17

 

 

 

 

 

 

Minus the one-year variable remuneration granted

–100

–400

 

 

 

Plus the expected one-year variable remuneration (allocation)

83

578

 

 

Minus the pension expense

0

–148

 

 

 

 

Plus the ad­just­ment of the one-year variable remuneration for the previous year

 

 

 

 

 

 

Total remuneration as defined by section 285 no. 9a, section 314 (1) no. 6a HGB in conjunction with GAS 17

1,327

2,301

 

 

Dr Thomas Toepfer

 

 

 

Dr Thomas Toepfer

 

 

 

CFO of KION GROUP AG
until 31 March 2018

 

 

 

€ thousand

2018

2019

2019 (min.)

2019 (max.)

1

Non-performance related, non-cash remuneration and other benefits include expenses and / or benefits in kind, such as the use of a company car and housing costs. The amounts for Ms Groth and Ms Schneeberger also contain a one-off compensation payment in 2018 (€314 thousand for Ms Groth, €328 thousand for Ms Schneeberger).

2

The amount shown for Mr Quek includes a flat-rate allowance of 29 per cent (2018: 58 per cent) as part of a tax equalisation agreement.

3

The figure shown for one-year variable remuneration is based on a target achievement rate of 100 per cent (minimum: 0 per cent for target achievement of 70 per cent or less, maximum: 200 per cent for target achievement of 130 per cent or more).

4

Fair value on the date of grant.

5

The amount shown for Mr Quek includes a flat-rate allowance of 29 per cent (2018: 53 per cent) as part of a tax equalisation agreement.

6

All of Dr Toepfer’s entitlements under the performance share plan have expired because he left the Company on 31 March 2018.

7

Service cost in accordance with IFRS (the service cost in accordance with the HGB is shown in table 035).

Non-per­for­mance-related
components

 

Fixed remuneration

200

 

Non-cash remuneration and other benefits1

5

 

Total

205

Performance-related components

Short-term incentive

One-year variable remuneration2,3

125

Share-based long-term incentive

Multiple-year variable remuneration4,5,6

0

Performance share plan (1 Jan 2018 – 31 Dec 2020)

 

Performance share plan (1 Jan 2019 – 31 Dec 2021)

 

 

Total

330

Pension expense7

59

Total remuneration

389

 

 

 

 

 

 

 

Reconciliation to total remuneration as defined by section 285 no. 9a, section 314 (1) no. 6a HGB in conjunction with GAS 17

 

 

 

 

 

 

Minus the one-year variable remuneration granted

–125

 

 

 

Plus the expected one-year variable remuneration (allocation)

104

 

 

Minus the pension expense

–59

 

 

 

 

Plus the ad­just­ment of the one-year variable remuneration for the previous year

2

 

 

 

 

Total remuneration as defined by section 285 no. 9a, section 314 (1) no. 6a HGB in conjunction with GAS 17

311

 

 

2) Allocation pursuant to the DCGK

The total remuneration allocated to / earned by Executive Board members for 2019 was €11,303 thousand (2018: €9,320 thousand). Of this amount, €4,276 thousand (2018: €3,628 thousand) was attributable to fixed non-performance-related remuneration components, €5,477 thousand (2018: €3,894 thousand) to variable one-year and multiple-year performance-related remuneration components, €272 thousand (2018: €841 thousand) to non-performance-related non-cash remuneration and other benefits and €1,277 thousand (2018: €957 thousand) to the pension expense in accordance with IFRS. The figure shown for one-year variable remuneration is derived from a preliminary total target achievement rate of about 113 per cent based on the budgeted figure. This target achievement rate was calculated using preliminary earnings figures at the beginning of 2020 and equates to a payout of around 145 per cent of the target value for one-year variable remuneration. The preliminary variable remuneration for each Executive Board member is also subject to adjustment by the Supervisory Board in line with the individual performance of the Executive Board member. This adjustment may vary by plus or minus 30 per cent of the variable remuneration. Ms Schneeberger’s performance multiple was set at 1.0 for year 2019, i.e. there was no individual adjustment. For the multiple-year variable remuneration, a payment from the 2017 tranche of the performance share plan will be made in spring 2020 on the basis of the achievement of the long-term targets that were defined in 2017 at the start of the performance period. The value shown for 2019 is also calculated on the basis of a preliminary total target achievement rate of about 46 per cent and is subject to the performance-based adjustment made by the Supervisory Board (using a discretionary performance multiple) for individual Executive Board members. Under the terms of the plan at the grant date, this performance-based adjustment may vary by plus or minus 30 per cent.

The additional benefits were measured at the value calculated for tax purposes. > TABLE 033

Allocation in 2019

 

 

033

Gordon Riske

 

 

 

Gordon Riske

 

 

 

CEO of KION GROUP AG

 

 

 

€ thousand

2018

2019

1

Non-performance related, non-cash remuneration and other benefits include expenses and / or benefits in kind, such as the use of a company car and housing costs. The amounts for Ms Groth and Ms Schneeberger also contain a one-off compensation payment in 2018 (€314 thousand for Ms Groth, €328 thousand for Ms Schneeberger).

2

The figure shown for one-year variable remuneration for 2018 is the actual amount paid out, which may differ from the estimated value listed in the 2018 consolidated financial statements. The discretionary performance multiple for Ms Schneeberger has already been set to 1.0 for 2019.

3

The figure shown for multiple-year variable remuneration is for the actual amount paid out, which may differ from the estimated value listed in the 2018 consolidated financial statements.

4

Service cost in accordance with IFRS (the service cost in accordance with the HGB is shown in table 035).

Non-per­for­mance-related
components

 

Fixed remuneration

1,400

1,400

 

Non-cash remuneration and other benefits1

34

34

 

Total

1,434

1,434

Performance-related components

Short-term incentive

One-year variable remuneration2

663

1,156

Share-based long-term incentive

Multiple-year variable remuneration

1,002

795

Performance share plan3 (1 Jan 2016 – 31 Dec 2018)

1,002

 

Performance share plan (1 Jan 2017 – 31 Dec 2019)

 

795

 

Total

3,098

3,385

Pension expense4

631

620

Total remuneration

3,729

4,005

Dr Eike Böhm

 

 

 

Dr Eike Böhm

 

 

 

CTO of KION GROUP AG

 

 

 

€ thousand

2018

2019

1

Non-performance related, non-cash remuneration and other benefits include expenses and / or benefits in kind, such as the use of a company car and housing costs. The amounts for Ms Groth and Ms Schneeberger also contain a one-off compensation payment in 2018 (€314 thousand for Ms Groth, €328 thousand for Ms Schneeberger).

2

The figure shown for one-year variable remuneration for 2018 is the actual amount paid out, which may differ from the estimated value listed in the 2018 consolidated financial statements. The discretionary performance multiple for Ms Schneeberger has already been set to 1.0 for 2019.

3

The figure shown for multiple-year variable remuneration is for the actual amount paid out, which may differ from the estimated value listed in the 2018 consolidated financial statements.

4

Service cost in accordance with IFRS (the service cost in accordance with the HGB is shown in table 035).

Non-per­for­mance-related
components

 

Fixed remuneration

650

650

 

Non-cash remuneration and other benefits1

15

17

 

Total

665

667

Performance-related components

Short-term incentive

One-year variable remuneration2

298

578

Share-based long-term incentive

Multiple-year variable remuneration

557

497

Performance share plan3 (1 Jan 2016 – 31 Dec 2018)

557

 

Performance share plan (1 Jan 2017 – 31 Dec 2019)

 

497

 

Total

1,519

1,742

Pension expense4

147

144

Total remuneration

1,667

1,886

Anke Groth

 

 

 

Anke Groth

 

 

 

CFO of KION GROUP AG
from 1 June 2018

 

 

 

€ thousand

2018

2019

1

Non-performance related, non-cash remuneration and other benefits include expenses and / or benefits in kind, such as the use of a company car and housing costs. The amounts for Ms Groth and Ms Schneeberger also contain a one-off compensation payment in 2018 (€314 thousand for Ms Groth, €328 thousand for Ms Schneeberger).

2

The figure shown for one-year variable remuneration for 2018 is the actual amount paid out, which may differ from the estimated value listed in the 2018 consolidated financial statements. The discretionary performance multiple for Ms Schneeberger has already been set to 1.0 for 2019.

3

The figure shown for multiple-year variable remuneration is for the actual amount paid out, which may differ from the estimated value listed in the 2018 consolidated financial statements.

4

Service cost in accordance with IFRS (the service cost in accordance with the HGB is shown in table 035).

Non-per­for­mance-related
components

 

Fixed remuneration

467

800

 

Non-cash remuneration and other benefits1

320

13

 

Total

787

813

Performance-related components

Short-term incentive

One-year variable remuneration2

242

723

Share-based long-term incentive

Multiple-year variable remuneration

0

0

Performance share plan3 (1 Jan 2016 – 31 Dec 2018)

 

 

Performance share plan (1 Jan 2017 – 31 Dec 2019)

 

 

 

Total

1,028

1,536

Pension expense4

 

247

Total remuneration

1,028

1,783

Ching Pong Quek

 

 

 

Ching Pong Quek

 

 

 

Chief Asia Pacific Officer
of KION GROUP AG

 

 

 

€ thousand

2018

2019

1

Non-performance related, non-cash remuneration and other benefits include expenses and / or benefits in kind, such as the use of a company car and housing costs. The amounts for Ms Groth and Ms Schneeberger also contain a one-off compensation payment in 2018 (€314 thousand for Ms Groth, €328 thousand for Ms Schneeberger).

2

The figure shown for one-year variable remuneration for 2018 is the actual amount paid out, which may differ from the estimated value listed in the 2018 consolidated financial statements. The discretionary performance multiple for Ms Schneeberger has already been set to 1.0 for 2019.

3

The figure shown for multiple-year variable remuneration is for the actual amount paid out, which may differ from the estimated value listed in the 2018 consolidated financial statements.

4

Service cost in accordance with IFRS (the service cost in accordance with the HGB is shown in table 035).

Non-per­for­mance-related
components

 

Fixed remuneration

749

776

 

Non-cash remuneration and other benefits1

136

135

 

Total

885

911

Performance-related components

Short-term incentive

One-year variable remuneration2

354

619

Share-based long-term incentive

Multiple-year variable remuneration

593

532

Performance share plan3 (1 Jan 2016 – 31 Dec 2018)

593

 

Performance share plan (1 Jan 2017 – 31 Dec 2019)

 

532

 

Total

1,832

2,062

Pension expense4

120

118

Total remuneration

1,952

2,180

Susanna Schneeberger

 

 

 

Susanna Schneeberger

 

 

 

CDO of KION GROUP AG
from 1 October 2018

 

 

 

€ thousand

2018

2019

1

Non-performance related, non-cash remuneration and other benefits include expenses and / or benefits in kind, such as the use of a company car and housing costs. The amounts for Ms Groth and Ms Schneeberger also contain a one-off compensation payment in 2018 (€314 thousand for Ms Groth, €328 thousand for Ms Schneeberger).

2

The figure shown for one-year variable remuneration for 2018 is the actual amount paid out, which may differ from the estimated value listed in the 2018 consolidated financial statements. The discretionary performance multiple for Ms Schneeberger has already been set to 1.0 for 2019.

3

The figure shown for multiple-year variable remuneration is for the actual amount paid out, which may differ from the estimated value listed in the 2018 consolidated financial statements.

4

Service cost in accordance with IFRS (the service cost in accordance with the HGB is shown in table 035).

Non-per­for­mance-related
components

 

Fixed remuneration

163

650

 

Non-cash remuneration and other benefits1

332

73

 

Total

494

723

Performance-related components

Short-term incentive

One-year variable remuneration2

83

578

Share-based long-term incentive

Multiple-year variable remuneration

0

0

Performance share plan3 (1 Jan 2016 – 31 Dec 2018)

 

 

Performance share plan (1 Jan 2017 – 31 Dec 2019)

 

 

 

Total

577

1,301

Pension expense4

 

148

Total remuneration

577

1,448

Dr Thomas Toepfer

 

 

 

Dr Thomas Toepfer

 

 

 

CFO of KION GROUP AG
until 31 March 2018

 

 

 

€ thousand

2018

2019

1

Non-performance related, non-cash remuneration and other benefits include expenses and / or benefits in kind, such as the use of a company car and housing costs. The amounts for Ms Groth and Ms Schneeberger also contain a one-off compensation payment in 2018 (€314 thousand for Ms Groth, €328 thousand for Ms Schneeberger).

2

The figure shown for one-year variable remuneration for 2018 is the actual amount paid out, which may differ from the estimated value listed in the 2018 consolidated financial statements. The discretionary performance multiple for Ms Schneeberger has already been set to 1.0 for 2019.

3

The figure shown for multiple-year variable remuneration is for the actual amount paid out, which may differ from the estimated value listed in the 2018 consolidated financial statements.

4

Service cost in accordance with IFRS (the service cost in accordance with the HGB is shown in table 035).

Non-per­for­mance-related
components

 

Fixed remuneration

200

 

Non-cash remuneration and other benefits1

5

 

Total

205

Performance-related components

Short-term incentive

One-year variable remuneration2

104

Share-based long-term incentive

Multiple-year variable remuneration

0

Performance share plan3 (1 Jan 2016 – 31 Dec 2018)

 

Performance share plan (1 Jan 2017 – 31 Dec 2019)

 

 

Total

309

Pension expense4

59

Total remuneration

368

In its meeting on 19 December 2019, the Supervisory Board authorised the chairman of the Supervisory Board to hold talks with Ms Susanna Schneeberger regarding the early termination of her appointment as a member of the Executive Board of KION GROUP AG, the termination of her Executive Board service contract including the conclusion of a termination agreement, and regarding the appropriate arrangements required in accordance with the law and her contract. As a result of the talks, mutual agreement was reached with Ms Schneeberger that she would step down on 12 January 2020 and that her Executive Board service contract would be terminated on 31 March 2020.

Of the total amount of €4,771 thousand paid to Ms Schneeberger resulting from the termination agreement, €4,461 thousand was attributable to non-performance-related remuneration components, €87 thousand to a performance-related component with no long-term incentive, €118 thousand to a performance-related component with a long-term incentive (a pro rata amount for the 2018 and 2019 tranches in accordance with the rules of the performance share plan as at 31 December 2019), €73 thousand to the pro rata allocation of this component for 2020 and €33 thousand to pension expenses.

The table below shows the pension contributions (additions to the plan) attributable to each individual Executive Board member and their separate present values in accordance with IFRS and HGB > TABLES 034 – 035.

Pension entitlements under IFRS034

€ thousand

Service cost
2019

Service cost
2018

Present value (DBO) 31 Dec 2019

Present value (DBO) 31 Dec 2018

1

Left the Company on 31 March 2018; the present value (DBO) as at 31 December 2018 was recognised under provisions for defined benefit obligations to former members of the Executive Board or their surviving dependants in accordance with IAS 19.

Gordon Riske

620

631

8,621

6,897

Dr Eike Böhm

144

147

733

502

Anke Groth

247

 

430

148

Ching Pong Quek

118

120

951

670

Susanna Schneeberger

148

 

209

38

Dr Thomas Toepfer1

 

59

 

 

Pension entitlements under HGB035

€ thousand

Service cost
2019

Service cost
2018

Present value (DBO) 31 Dec 2019

Present value (DBO) 31 Dec 2018

1

Left the Company on 31 March 2018; the present value (DBO) as at 31 December 2018 was recognised under provisions for defined benefit obligations to former members of the Executive Board or their surviving dependants in accordance with IAS 19.

Gordon Riske

520

482

6,702

5,714

Dr Eike Böhm

136

134

733

469

Anke Groth

216

 

419

129

Ching Pong Quek

128

129

951

615

Susanna Schneeberger

125

 

193

32

Dr Thomas Toepfer1

 

65

 

 

The total remuneration paid to former members of the Executive Board in 2019 amounted to €262 thousand (2018: €258 thousand). Provisions for defined benefit obligations to former members of the Executive Board or their surviving dependants amounting to €11,672 thousand (2018: €10,463 thousand) were recognised in accordance with IAS 19.

In the year under review, no advances were made to members of the Executive Board, and there were no loans.