d.i.i. Investment GmbH is not bound by collective agreements. The remuneration of employees is generally freely negotiated and contractually agreed and consists of a fixed basic salary (monetary payments without taking performance criteria into account) and, in individual cases, a variable remuneration component (additional cash payments and benefits that are based on performance criteria or, in certain cases, other contractual ones). criteria can be granted).
In addition, the ESG risks identified at company and fund level are included in the annual employee performance reviews. As part of the discussion, an assessment is made of the extent to which the measures to implement the ESG strategy have been adhered to by employees and managers. The measures to be implemented are described and anchored in detail in the ESG guidelines.
The remuneration system established by the company is based on a solid and effective risk management system and promotes this by excluding incentives to take risks that are not compatible with the risk profile, the investment conditions, the articles of association or the articles of association of the managed AIF become. The aim of the remuneration policy is therefore to align with the business model, sustainable success and the company's risk structure.
The following applies to employee remuneration:
Annual fixed salary
The basic salary is paid in 12 monthly installments. The fixed remuneration is determined when the employee is hired, taking into account market practice and appropriateness. The annual fixed salary system depends on the value of the position or the function performed in accordance with market conditions. Relevant to remuneration are, among other things, the requirements for the qualifications and skills of the employees. The design of the remuneration regulations, in particular the amount of the annual fixed salary, ensures that employees are not dependent on variable remuneration. The company does not have any employment or service contracts that result in obligations to pay severance payments when employees leave.
In general, the company's remuneration system is designed to pay employees a fixed annual salary.
A variable portion of the remuneration as an annual bonus can, if necessary, be determined by management for some of the employees based on the risk-adjusted success of the company and the business areas as well as the individual performance of the employee.
The variable salary component is determined by management in a defined process in the first quarter of a calendar year and paid out with the payroll for the following months. Variable remuneration components are generally only distributed if the company's short and medium-term risk situation allows it and there are no gross breaches of duty or immoral behavior or violations of our compliance regulations. Any necessary adjustments to the fixed and variable remuneration are discussed once a year between the manager responsible for human resources and the employee and then decided on by management.
Variable remuneration in the form of instruments intended to facilitate circumvention of the requirements of the AIFMD Directive will not be paid.
Guaranteed variable remuneration can only be paid in exceptional cases in connection with the hiring of new employees and is limited to the first year.
There is no reward for failure in connection with the early termination of contracts.
For employees in control functions, the variable remuneration, if any is provided for these employees, will only make up a small amount of the total remuneration.
In addition, individual performance goals must be agreed for the respective employees in the control functions in order to avoid dependencies and conflicts of interest with the performance of the areas to be controlled. The managing directors' contracts provide for fixed and variable components, whereby the variable components depend on the success of the company and generally make up a maximum of 30% of the total compensation. The remuneration depends on the powers, tasks, expertise and responsibilities of the managing directors. The specific payout amounts are determined as part of the management assessment between management and the supervisory board.
In particular, the success of the company and the performance of the managing director in the current and past years, the current risk situation and the corporate planning for the next few years are taken into account. The performance is therefore viewed and assessed over several years.
Managing directors are prohibited from taking out personal hedging strategies or compensation and liability-related insurance policies that undermine the risk behavior orientation anchored in the compensation regulations.
The company offers various incentives and benefits to its employees. These include, among other things, further training and fitness offers, participation in the company pension scheme, free job tickets and protection for employees through group accident insurance.
In addition, individual employees, in particular members of the management and individual employees in leading positions, receive company cars through the company. However, this offer is not available to all employees of the company.
For any necessary adjustment of the fixed salary and the specific amount of variable remuneration, management uses the performance of the individual employee and the risk-adjusted success of the company and the business areas as criteria, among other things.
The remuneration policy is consistent with sound and effective risk management and does not encourage risk-taking.