The company discloses how target agreements and remuneration schemes for executives and employees are also geared towards the achievement of sustainability goals and how they are aligned with long-term value creation. It discloses the extent to which the achievement of these goals forms part of the evaluation of the top managerial level (board/managing directors) conducted by the monitoring body (supervisory board/advisory board).
Deutsche Hypo is classified as a significant bank in accordance with the Institute Remuneration Act (Institutsvergütungsverordnung) that came into force in 2010. It is therefore subject to the particular requirements of the Institute Remuneration Act. The remuneration-related policies of Deutsche Hypo follow and support the business and risk strategy of the Bank and aim to achieve sustainability and consistency in order to promote the responsible and risk-conscious behaviour of employees and secure the long-term success of the business. The whole management and customer advisors receive goals, of which the achievement is checked in an annual employee discussion with the Board of Managing Directors. The configuration of the remuneration systems should ensure that personnel level is adequate in terms of quality and quantity.