
The subscription period for stock options 2022A is 31
January 2022–31 December 2025, for stock options
2022B 31 January 2023–31 December 2025, for stock
options 2022C 31 January 2024–31 December 2025
and for stock options 2022D 31 January 2025–31
December 2025.
The share subscription price for shares subscribed by
virtue of the stock options is EUR 7.38 per share. In 2023
the CEO did not exercise any options and accordingly,
as per 31 December 2023, the CEO still holds 2,111,111
options.
The CFO Restricted Share Plan 2021–2024
The CFO Restricted Share Plan 2021–2024 is directed
to the CFO Bret D. McLeod.
The plan includes three vesting periods starting on 20
September 2021 and ending on 1 August 2022, 2023
and 2024. The rewards to be paid correspond to the
value of a total of 45,000 shares.
The rewards are paid in three equal instalments of
maximum of 15,000 shares after the end of each vesting
period based on the CFO performance. The rewards
may be paid partly in shares or partly or fully in cash to
cover taxes and tax related costs, in which case the CFO
may be obliged to acquire shares with the net reward.
The payment of the rewards requires that the CFO has
not terminated his director contract.
The rewards paid in 2023 to the CFO corresponded
to the total value of 15,000 shares, including a cash
proportion to cover taxes and tax-related costs.
Performance Share Plan 2023–2025
The Performance Share Plan 2020–2022 is directed to
the members of the Corporate Management Committee,
excluding the CEO.
The plan includes three performance periods, each
three years, spanning from March 2023, 2024 and
2025 until the end of February 2026, 2027 and 2028,
respectively. The rewards payable are based on the
participants achieving the strategic individual criteria set
for each performance period and a valid employment or
service contract. The rewards to be paid correspond to
a maximum total value of 180,000 shares including any
cash proportion for taxes and tax-related costs.
The rewards allocated in 2023 correspond to the total
value of 60,000 shares, including any cash proportion to
cover taxes and tax-related costs.
Performance Share Plan 2020–2022
The Performance Share Plan 2020–2022 is directed to
the members of the Corporate Management Committee,
excluding the CEO.
The plan includes three performance periods, each
three years, spanning from March 2020, 2021 and
2022 until the end of February 2023, 2024 and 2025,
respectively. The rewards payable are based on the
participants achieving the strategic individual criteria set
for each performance period and a valid employment or
service contract. The rewards to be paid correspond to
a maximum total value of 150,000 shares including any
cash proportion for taxes and tax-related costs.
The rewards paid under the plan in 2023 corresponded
to the total value of 20,000 shares, including a cash
proportion to cover taxes and tax-related costs.
Matching Share Plan 2022–2024
The Matching Share Plan 2022–2024 is directed to the
members of the Corporate Management Committee
(excluding the CEO).
The plan includes three matching periods, financial
years 2022–2023, 2023–2024, 2024–2025. The
prerequisite for participation in this plan and for reward
payment is that a key employee invests in the company’s
shares a pre-determined percentage of the bonus
earned from the company’s performance bonus scheme
during the calendar year preceding a matching period.
If a key employee’s Share Ownership Prerequisite is
fulfilled and his or her employment or service is in force
with a Citycon group company upon reward payment,
he or she will receive free matching shares for shares
subject to the share ownership prerequisite.
The rewards to be paid on the basis of this plan from
the matching period 2023–2024 correspond to an
approximate maximum total value of 36,425 shares,
including a cash proportion to cover taxes and tax-
related costs. The rewards from the matching period
2023–2024 will be paid in 2025.
Restricted Share Plan 2023–2025
The Restricted Share Plan 2023–2025 is directed to
selected key employees, excluding the CEO and other
members of the Corporate Management Committee.
The rewards from the plan may be allocated in 2023–
2025. The reward will be based on a valid employment
or service contract of a key employee upon the reward
payment, and it may be paid partly in the company’s
shares and partly in cash, to be used for taxes and tax-
related costs, after the end of a vesting period of 24 to
36 months.
The rewards to be paid on the basis of the plan in total
correspond to a maximum total value of 60,000 shares,
including any cash proportion for taxes and tax-related
costs.
The rewards allocated in 2023 correspond to the total
value of 30,000 shares, including any cash proportion to
cover taxes and tax-related costs.
Restricted Share Plan 2020–2022
The Restricted Share Plan 2020–2022 is directed to
selected key employees, excluding the CEO and other
members of the Corporate Management Committee.
The rewards from the plan may be allocated in 2020–
2022. The reward will be based on a valid employment
or service contract of a key employee upon the reward
payment, and it may be paid partly in the company’s
shares and partly in cash, to be used for taxes and tax-
related costs, after the end of a vesting period of 24 to
36 months.
The rewards to be paid on the basis of the plan in total
correspond to a maximum total value of 60,000 shares,
including any cash proportion for taxes and tax-related
costs.
The rewards paid under the plan in 2023 corresponded
to the total value of 14,000 shares, including a cash
proportion to cover taxes and tax-related costs.
Further information
Further information on the long-term share-based
incentive plans is available on the company’s website at
citycon.com/remuneration.
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Financial statementsFinancial review Financial Review 2023