APPENDIX 5. REMUNERATION REPORT
Brief overview of the Company's activities in 2021
In 2021, INVL Baltic Real Estate earned EUR 3.4 million of consolidated net profit, or 37% less than in the previous year. By the
end of 2021, the value of the company's consolidated equity, reached EUR 20.3 million, or EUR 2.52 per non-redeemable share.
The consolidated net operating income of INVL Baltic Real Estate from own objects amounted to EUR 1.6 million as at 31 December
2021 and was 27% lower than in the respective period last year. The company's consolidated income was EUR 2.7 million or 31%
lower than in 2020 in the same period, of which consolidated operating income from own objects decreased by 39%, down to EUR
1.7 million. This was influenced by the sale of the IBC Business Centre and Vilnius vartai completed during 2020.
Looking at future prospects, the Company continues its work in developing the existing property and increasing its value, and is
ready to invest in non-standard, creative solutions that would help to earn a high return for investors and expand the real estate
management business.
The year 2021 was also second successful year of the coworking space Talent Garden Vilnius - Talent Garden Vilnius, taking into
account the epidemiological situation influenced by Covid-19, not only enjoys a sufficiently large occupancy of the space but also
successfully competes in the collaborating spaces market.
Management of the company
The management of INVL Baltic Real Estate is delegated to UAB INVL Asset Management (hereinafter referred to as the Management
Company), which also performs the functions of the Board and Managers of INVL Baltic Real Estate. Given that and taking into
account the fact that INVL Baltic Real Estate has to approve the remuneration policy (hereinafter referred to as the Policy) in
accordance with Article 37
3
of the Law on Companies of the Republic of Lithuania, it is established that the Company is subject to
the Policy of the Management Company, the provisions of which are adapted in order to reveal as much as possible the transparency
of remuneration of the persons considered to be managers of INVL Baltic Real Estate, the accountability of the management and to
enable the shareholders, potential investors and stakeholders to get a comprehensive and reliable picture of the wages paid to each
manager of INVL Baltic Real Estate. Moreover, from 26 July 2021, the Company has a collegial supervisory body – the Supervisory
Board. The General Meeting of Shareholders, held on 29 April 2021 approved the Remuneration Policy of the Supervisory Board of
the Company. For the purposes of this Report, the General manager of the Management Company, members of the Board of the
Management Company, members of the CEIC Investment Committee appointed by the Management Company (hereinafter referred
to as the Management) and the members of the Supervisory Board of the Company (hereinafter referred to as the members of the
Supervisory Board) shall be considered to be managers of INVL Baltic Real Estate.
Official monthly wage
The regular remuneration of the Management includes the official monthly wage, employee fees and additional benefits granted
irrespective of the performance results and paid to all employees meeting the established criteria in accordance with the procedure
in force in the Management Company (e.g. pension contributions to voluntary pension funds). In addition to the official monthly
wage or remuneration received in a different form, a supplementary component may be paid - the variable wage allocated depending
on the fulfilment of the Company's annual business plan and/or budget and the fulfilment of the Management's individual plans and
tasks. The official monthly wage is determined in such a way as to ensure proper proportions between the official monthly wage
and the bonus components. The official monthly wage constitutes a sufficiently high proportion of the total remuneration paid so
that it makes it possible to implement a flexible incentive policy.
According to the decision of the General Meeting of the Shareholders of the Company hold on 29 April 2021 it was set the hourly
remuneration of the elected independent member of the Supervisory Board at EUR 145 per hour. The other Members of the
Supervisory Board do not receive remuneration for these duties.
Bonuses and the procedure for payment thereof
A bonus, including the deferred part thereof, may be granted and/or paid to the Management only in the case of a sustainable
financial situation in the Company, taking into account the Company's performance results, and only if the results of the annual
individual assessment of the Management are positive. In assessing the individual performance results of the Management, non-
financial criteria, such as adherence to internal rules and procedures, communication with clients and investors, compliance with
rules, enhancement of professional qualifications, etc., are also taken into account. If the financial performance results of the
Company in a given year are negative or the Company has failed to achieve the established business objectives, the Company has
the right to make a decision not to pay the bonus or part thereof, or to reduce the amount of previously estimated bonus, as well
as the payment of such amounts earned previously, by defining the period of such non-payment or reduction which may not be
shorter than 1 year. No such adjustment or deferral was applied during the reporting period. Likewise, the Board of the Management
Company is entitled to demand that the Management refunds all or part of the bonus paid to it if it subsequently becomes clear
that the bonus was paid to it as a result of the Management's bad faith or errors in the accounts.
The bonus is paid to Management in accordance with the following payment terms:
• 60% of the bonus amount is paid in a single payment in accordance with the procedure and within the time limits established
by the decision of the Board of the Management Company;
• the remaining part of the bonus (i.e. the remaining 40% of the bonus) is paid to the employee on a pro rata basis within
three years, i.e. the deferred portion of the bonus is distributed proportionally over the entire deferral period, beginning not
earlier than 1 year after the end of the employee’s performance assessment and is paid on a yearly basis by disbursing the