DECLARATION

I, the undersigned Monica Magri, born in Catania on 13 agosto 1964, aware that, pursuant to Article 76 of Presidential Decree no. 445 of 28 December 2000, misrepresentation, document forgery and the use of false documents or documents containing data no longer corresponding to the truth are punishable under the criminal code and the special laws on the subject, in relation to the candidacy for Member for the Board of Director of BFF Bank S.p.A. (the "Bank") by the Shareholders' Meeting of 31 March 2022, pursuant to and in accordance with Ministry of Economy and Finance Decree no. 169/2020 (the "Decree") (the "Fit&Proper Decree") and Ministry of Justice Decree no. 162/2000, and further applicable provisions,

DECLARE

to accept the above-mentioned candidacy and the possible office of Director of the Bank, electing as of now domicile for all the acts relating to this position, also pursuant to and for the purposes of the Supervisory Provisions, at the registered office of the Bank, in Via Domenichino 5, Milan,

DECLARE

$(A)$ PROFESSIONALISM REQUIREMENTS AND COMPETENCE CRITERIA

to have gained an overall experience of at least three years $\frac{1}{1}$ through the exercise of ²:

Chief Human Resources Officer at Fedrigoni Group since May 2019 at today:
Human Resources Director at Cerved Group since September 2016 at April 2019;
Head of HR Europe at Allianz Global Investors (Allianz Group) since December 2011 at February 2016:
Head of HR Western Europe and International Distribution, Head of HR Italy at Pioneer Investments (UniCredit Group) since September 2007 at November 2011:
HR Manager, International Management Services at Ferrero International since February 2006 at September 2007;
Director of Human Resources and Commuication at SIFI Group since October 1992 at January 2006.
as required by the Fit&Proper Decree, to possess theoretical knowledge and practical experience in more $A.1$ than one of the following areas:

	YES.	NO.
financial markets;	⊠
regulation in the banking and finance industry;		⊠
strategic guidance and planning;	×
organizational and corporate governance framework;	⊠
risk management (identification, assessment, monitoring, control and mitigation of the Bank's principal types of risk, including the representative's responsibilities in such processes);		⊠
internal control systems and other operating mechanisms;	⊠

^1 Five years in the case of candidates for the position of Chairman of the Board of Directors or Chief Executive Officer. Three years in the case of candidates for the position of Non-Executive Director.

$2$ For more information on the professionalism requirements for each role, please refer to Section 5.3, and the relevant paragraphs, of the "Guidelines for Shareholders on the Qualitative and Quantitative Composition of the Board of Directors and for the Preparation of the Board of Directors List", available on the Bank's website at https://it.bffgroup.com/regolamento-consiglio-di-amministrazione.

banking and financial activities and products;	×
accounting and financial reporting;	⊠
information technology;	⊠
coordination, direction or management of human resources such as to ensure effective performance of the functions of coordinating and directing the work of the Board of Directors, promoting its proper functioning, also in terms of circulation of information, effectiveness of comparison and stimulation of internal debate, as well as the adequate overall composition of the body ³ ;	⊠

$A.2$ as provided for in the Bank's Board of Directors Regulations, to meet at least one of the following requirements:

	YES	NO.
Adequate knowledge of the banking sector, the dynamics and economic-financial system, banking and financial regulations and, above all, risk management and control methodologies, acquired through many years of experience in administration, management and control in the financial sector;	□	⊠
experience in the management of operations aimed at facilitating the freeing up, management and collection of receivables, in particular from healthcare providers and the Public Administration;	□	⊠
experience in entrepreneurial management and business organization acquired through many years of administration, management or control in companies, or groups of significant economic size, or in the Public Administration;	⊠
ability to read and interpret economic and financial data acquired through many years of experience in administration and control in companies, or professional activities, or university teaching;	⊓	⊠
international experience and knowledge of foreign markets, acquired through the performance of entrepreneurial or professional activities over several years at foreign institutions or bodies, companies or groups with an international orientation,	×

as required by the outcomes of the Board of Directors' annual self-assessment, to possess at least one of $A.3$ the following additional specific knowledge:

	YES	NO.
business in which the Bank and its subsidiaries operate, also with regard to its future developments, and, therefore, with proven experience in the securities services and payment infrastructure services sectors, with specific know-how on new markets and business lines;		×
financial markets and strategic planning, awareness of a credit institution's strategic business direction or business plan and its implementation;	⊓	ΙX
extraordinary finance and business development transactions by acquisition, as well as partnership agreements;		X

$3$ Requirement relevant only to candidates for the position of Chairman of the Board of Directors.

Sustainability and expertise in social responsibility;	⊠	$\Box$
information and communication technologies, including digital innovation and cybersecurity;	$\Box$	X
business management and organization, including human resources management - including remuneration and incentive systems, operations and information systems - mainly in the banking sector;	区	$\Box$
credit and financial risk assessment;	□	X
NPL management;	□	X
bank accounting (accounting and financial reporting, interpretation of a credit institution's financial data, identification of key issues and appropriate safeguards and measures based on that information);	$\Box$	X
PA dynamics;	$\Box$	X
knowledge of the international market, in particular, with reference to the Eastern European markets in which the Bank's subsidiaries and, in general, the BFF Group operate (Poland, Czech Republic, Slovakia and Croatia);	$\Box$	X
skills in the legal and economic-financial field, and management within the board of directors of issues of strategic importance ⁴ ;	$\Box$	×
possession of specific skills, preferably acquired in top management positions of companies operating at international level, in the field of credit, finance, securities or insurance, gained through work experience in positions of appropriate responsibility for a period of no less than five years in the credit, banking and specific reference sector of the Bank's business, with focus on sustainability. Similar experience may also be gained in companies comparable with the Bank in terms of business, size and operational complexity, even in more than one country ⁵ .	∩	X

$(B)$ INTEGRITY REQUIREMENTS

$(a)$ not to be in one of the conditions of ineligibility or disqualification provided for by art. 2382 of the Italian Civil Code⁶;
$(b)$ not to have been convicted with final judgement to:
$1)$ a prison sentence for a crime envisaged by the provisions on corporate and bankruptcy matters, banking, finance, insurance, payment services, anti-money laundering, intermediaries authorised to provide investment services and collective savings management, markets and centralised management of financial instruments, public savings, issuers, as well as for one of the crimes envisaged by articles 270-bis, 270-ter, 270-quater, 270-quater.1, 270-quinquies, 270-sexies, 416, 416-bis, 416-ter, 418, and 640 of the Italian Criminal Code;
$2)$ imprisonment for a term of not less than one year for a crime against the public administration, against public trust, against property, or in tax matters;
$3)$ imprisonment for a term of not less than two years for any involuntary crime,

^4 Knowledge required for Chairman of the Board only.

^5 Knowledge required for CEO only.

$6$ See art. 2382 Italian Civil Code: "A disqualified person, an incapacitated person, a bankrupt, or a person who has been sentenced to a punishment that implies the disqualification, even temporary, from public offices or the inability to exercise executive offices, cannot be appointed as a director, and if appointed, is removed from office.

without prejudice to the effects of rehabilitation and revocation of the sentence for cancellation of the crime pursuant to article 673, paragraph 1, of the Italian Code of Criminal Procedure;

$(c)$ not to have been subject to precautionary measures ordered by the judicial authorities pursuant to Legislative Decree no. 159/11, and subsequent amendments and additions, without prejudice to the effects of rehabilitation and revocation of the sentence for cancellation of the crime pursuant to Article 673, paragraph 1, of the Italian Code of Criminal Procedure;
$(d)$ at the time of taking office, not to be in a situation of temporary disqualification from holding management offices of legal entities and companies, or in a situation of temporary or permanent disqualification from holding administration, management and control functions pursuant to art. 144-ter, paragraph 3 of the Consolidated Law on Banking and art. 190-bis, paragraphs 3 and 3-bis of the Consolidated Law on Finance, or in one of the situations referred to in art. 187-quater of the Consolidated Law on Finance; X
$(e)$ not to have been convicted with final judgment at the request of the parties, or as a result of summary judgment to one of the sentences provided:
by the preceding letter b), number 1), except in the case of cancellation of the crime pursuant to article 445, paragraph 2, of the Italian Code of Criminal Procedure;
by the preceding letter b), numbers 2) and 3), in the duration specified therein, except in the case of the cancellation of the crime pursuant to article 445, paragraph 2, of the Code of Criminal Procedure,

without prejudice to the effects of rehabilitation and revocation of the sentence for cancellation of the crime pursuant to article 673, paragraph 1, of the Italian Code of Criminal Procedure;

$(f)$ not to have received criminal convictions or other sanctions in foreign countries for offences corresponding to those which would entail, under Italian law, the loss of the requisites of integrity;

$(C)$ FAIRNESS CRITERIA

Not to have been convicted with criminal sentences, including non-final ones, that apply the sanction upon $(a)$ request of the parties or following a summary judgement, criminal decrees of conviction, even if they have not become irrevocable, and personal precautionary measures relating to a crime envisaged by the provisions on corporate and bankruptcy, banking, finance, insurance, payment services, usury, taxation, intermediaries authorised to exercise investment services and collective savings management, markets and centralised management of financial instruments, insurance, payment services, usury, anti-money laundering, taxation, intermediaries authorised to carry out investment services and collective savings management, markets and centralised management of financial instruments, public savings, issuers, as well as for one of the crimes envisaged by articles 270-bis, 270-ter, 270-quater.1, 270-quinquies, 270quinquies.1, 270-quinquies.2, 270-sexies, 416, 416-bis, 416-ter, 418, 640 of the Italian Criminal Code;
$(b)$ not to have been convicted of any criminal offences inflicted by even non-final sentences, even non-final sentences that apply the sanction at the request of the parties or following a summary judgement, criminal decrees of conviction, even if they have not become irrevocable, and personal precautionary measures relating to offences other than those referred to in letter a.; enforcement, even provisionally, of one of the precautionary measures ordered by the judicial authorities pursuant to Legislative Decree no. 159/11;
$(c)$ not to have received final judgement sentencing to compensation for damages for acts carried out in the performance of duties in entities operating in the banking, financial, securities and markets, insurance and payment services sectors; final judgements sentencing to compensation for damages for administrativeaccounting responsibility;
$(d)$ not to have been subject to administrative sanctions for violations of company, banking, financial, securities, insurance, anti-money laundering regulations and regulations on markets and payment instruments;
not to be subject to disqualification or precautionary measures taken by the Supervisory Authorities or at $(e)$ their request; removal measures taken pursuant to Articles $53-bis$ , paragraph 1, letter e), 67-ter, paragraph 1, letter e), 108, paragraph 3, letter d-bis), 114-quinquies, paragraph 3, letter d-bis), 114-quaterdecies, paragraph 3, letter d-bis), of the Consolidated Law on Banking, and Articles 7, paragraph 2-bis, and 12, paragraph 5-ter, of the Consolidated Law on Finance;
not to hold, or not to have held, any office in entities operating in the banking, financial, securities markets, $(f)$ insurance and payment services sectors which have been subject to an administrative sanction, or a sanction pursuant to Legislative Decree no. 231/2001:
not to hold or have held positions in companies that have been subject to extraordinary administration, $(g)$ resolution procedures, bankruptcy or compulsory administrative liquidation, collective removal of members of the administration and control bodies, withdrawal of authorisation pursuant to Article 113-ter of the Consolidated Banking Act, cancellation pursuant to Article 112-bis, paragraph 4, letter b), of the Consolidated Banking Act or equivalent procedures;
not to have been suspended or expelled from registers, removal (adopted as a disciplinary measure) from $(h)$ lists and professional associations imposed by the competent authorities on the same professional associations; or not to be subject to revocation measures for just cause from offices held in management, administration and control bodies; or not to be subject to similar measures adopted by bodies entrusted by law with the management of registers and lists;
not to have been subject to a negative assessment by an administrative authority regarding the suitability $(i)$ of the representative as part of authorisation procedures provided for by the provisions on corporate, banking, financial, securities and insurance matters and by the rules on markets and payment services;
not to have ongoing investigations and criminal proceedings relating to the offences referred to in letters $(i)$ $a)$ and $b)$ ;
that there is no negative information on the undersigned contained in the Centrale Rischi (Risk Central $(k)$ Register) established pursuant to Article 53 of the Consolidated Law on Banking; negative information means information on the representative, even when not acting as a consumer, relevant for the purposes of fulfilling the obligations under Article 125, paragraph 3, of the same Consolidated Law;
not to have behaved in a manner that, while not constituting an offence, is in conflict with the principles $(1)$ laid down in the Bank's Code of Ethics:

$(D)$ INDEPENDENCE REQUIREMENTS

$\Box$ not to meet the independence requirements set out in art. 13 of Decree no. 169/2020.
X to possess the independence requirements set out in art. 13 of Decree no. 169/2020, and, in particular, not to:
$(a)$ being the spouse (unless legally separated), a person bound by civil union or de facto cohabitation, relative or similar within the fourth degree: 1) of the Chairman of the Board of Directors and of the Bank's executive officers; 2) of the managers of the main corporate functions of the Bank; 3) of persons who are in the conditions described in letters $b$ ) to i);
be a participant⁷ in the Bank; $(b)$
holding or having held in the last two years at a participant in the Bank or its subsidiaries the position $(c)$ of Chairman of the Board of Directors or executive officer, or having held, for more than nine years

^7 "Participant" is defined as a person who controls or exercises significant influence over the Bank or who holds interests that allocate at least 10% of the voting rights or capital of the Bank.

in the last twelve years, the position of member of the Board of Directors of the Bank, as well as management positions at a participant in the Bank or its subsidiaries;

having held the position of executive officer in the Bank in the last two years; $(d)$
hold the position of independent director in another bank belonging to the same banking group, $(e)$ except in the case of banks that are directly or indirectly wholly owned by the same group;
having held, for more than nine of the last twelve years, positions as member of the Board of $(f)$ Directors of the Bank, as well as management positions at the Bank;
being an executive officer in a company in which a Director with executive authority of the Bank $(g)$ holds the office of board director or manager;
to entertain, directly or indirectly, or to have entertained in the two years prior to taking office, $(h)$ independent or subordinate employment relationships or other relationships of a financial, asset or professional nature, even if not continuous, with the Bank or its executive officers or its Chairman, with companies controlled by the Bank or its executive officers or their chairmen, or with a participant in the bank or its executive officers or its Chairman, such as to compromise independence⁸;
hold or have held within the past two years one or more of the following positions: $(i)$
Member of national and European Parliament, Government or European Commission; 1)
regional, provincial or municipal councillor or councillor, chairman of a regional council, $2)$ chairman of a province, mayor, chairman or member of a district council, chairman or member of the board of directors of consortia of local authorities, chairman or member of the boards or councils of unions of municipalities, board member or chairman of special companies or institutions pursuant to article 114 of Legislative Decree no. 267 of 18 August 2000, mayor or councillor of metropolitan cities, chairman or member of the organs of mountain or island communities, when the overlapping or contiguity between the territorial area of reference of the body in which the above-mentioned offices are held and the territorial structure of the Bank or the banking group to which it belongs is such as to compromise its independence;
to receive, or have received in the previous three financial years, from the Bank or a subsidiary or $(i)$ parent company, significant additional remuneration (with respect to the "fixed" emolument as a non-executive Director of the Bank and any remuneration for participation in Committees) also in the form of participation in incentive plans linked to the performance of the company, including share-based plans, or as provided for by the regulations in force.

ALSO DECLARE

RESTRICTION ON THE NUMBER OF OFFICES (DIRECTOSHIPS/AUDITORSHIPS) $(E)$

not to exceed the limits on the number of offices pursuant to articles 17, 18 and 19 of the Fit&Proper × Decree;

^8 The business relationship, which took place in the previous year, will be considered "significant" on the basis of two parameters:

a. continuity: more than six months duration, and

^10% maximum threshold: $h$

the turnover of the firm or professional practice to which the director belongs, or

Of the director's own income as an individual.

The Board assesses compliance with this threshold based on a self-certification provided by the Director.

In the case of a Director who is also a partner in a professional firm or consulting firm, the Board assesses the significance of professional relationships that may have an effect on his or her position and role within the firm or consulting firm or that, in any event, relate to important Bank and Group transactions, even independently of the quantitative parameters set out above.

to exceed the limits on the number of offices pursuant to articles 17, 18 and 19 of the Fit&Proper Decree, $\Box$ and, in the event of appointment, to undertake to comply with the limit on the number of offices and, consequently, to resign from the offices that cause the limit to be exceeded;

$(F)$ TIME AVAILABILITY

$\Box$ not to be able to devote adequate time to the assignment given the quality of the commitment required and the functions performed at the Bank:
to be able to devote adequate time to the position, taking into account the quality of the commitment 図 required and the functions carried out within the Bank, as shown by the questionnaire used to verify the requirements for corporate representatives;

$(G)$ BAN ON INTERLOCKING

$\boxtimes$ not to hold positions in companies or groups of competing companies pursuant to art. 36 of Law Decree no. 201/2011, converted into Law no. 214/2011, operating in the credit, insurance and financial markets;
$\Box$ to currently hold the following positions on management, supervisory and control bodies:

Company	Office	Sector and group (banking, financial and insurance )

that the position								held in the company does not give rise to any incompatibility
pursuant as	to	art.	36	of	the	Salva	Italia	Decree,
								undertaking to produce at the

request of the Company, the appropriate documentation to confirm the truthfulness of the data declared, as well as to promptly update and supplement the above table and, where relevant, to exercise or modify the option pursuant to art. 36, paragraph 2-bis, of the Salva Italia Decree, by means of a specific written communication to the Company;

$(H)$ OTHER REQUIREMENTS

not to be in situations of incompatibility provided for public employees pursuant to and for the purposes of Legislative Decree no. 165/2001 and subsequent amendments and additions;
not to be in situations of incompatibility pursuant to art. 6 of Law no. 60/1953 and subsequent amendments and additions;
not to be in one of the situations referred to in Article 2390 of the Italian Civil Code (being an unlimited partner or director or general manager in companies competing with the Bank, or carrying out on his own behalf or on behalf of third parties activities in competition with those carried out by the Bank).

$(I)$ PROCESSING OF PERSONAL DATA

To have read the information referred to in Article 13 of Regulation (EU) 2016/679 at the bottom of this statement, and

to authorize, pursuant to and for the purposes of Regulation (EU)2016/679 and national legislation, that the data collected be processed/circulated by the Bank - including by means of IT tools - as part of the appointment process for which this declaration is made.

The undersigned authorizes the Bank, pursuant to and for the purposes of art. 71, paragraph 4, of Presidential Decree no. 445/00, to verify the truthfulness of the declarations with the competent authorities.

The undersigned also undertakes, if requested, to produce the appropriate documentation to confirm the accuracy of the data declared, as well as to communicate any facts that may change the content of the declaration made.

Milan, March 1, 2022

The registrant Marc of

Information pursuant to Article 13 of Regulation (EU) 2016/679

Pursuant to Article 13 of Regulation (EU) 2016/679 of the European Parliament and of the Council of 27 April 2016 on the protection of individuals with regard to the processing of personal data and on the free movement of such data ("General Data Protection Regulation", hereinafter "GDPR" or "Regulation"), we hereby inform you that your personal data ("Data") collected by the Controller will be subject, in compliance with the aforementioned legislation and in accordance with the confidentiality obligations that govern the activity of BFF Bank S.p.A. (the "Bank"), of the processing referred to in art. 4 of the Regulation. In particular, we wish to inform you of the following.

1. Data concerning the data controller and the data protection officer

The data controller pursuant to the Law is BFF Bank S.p.A, via Domenichino, n. 5, 20149, Milan.

Delegate of the data controller in charge of representing the Bank, for the purpose of compliance with the provisions of Regulation (EU) 2016/679, is the Chief Executive Officer of the Bank.

The Bank has also appointed a Data Protection Officer who can be reached at the following email address: [email protected]

2. Purposes and methods of treatment

The collection and processing of Data is necessary for the verification of the above requirements.

For the indicated purpose the legal basis of the treatment is the fulfillment of legal obligations (Ref. art. 6, paragraph 1, lett. c) of the Regulation.

The data will be processed exclusively for the aforementioned purposes, also by means of computer procedures, and will not be communicated or disseminated externally, without prejudice to the right to verify the truthfulness at the competent administrations.

The Data will be processed by personnel authorized to do so pursuant to Article 29 of EU Regulation 2016/679.

3. Categories of personal data

In order to comply with the purposes referred to in the preceding point, the Bank processes the following categories of personal data concerning you:

name, address or other personal identification;
$\overline{a}$ job and work-related data;
judicial data.

4. Transfer of personal data to a Third Country

Your data will not be transferred abroad.

5. Storage Period

Data will be kept for the time strictly necessary to achieve the purposes pursued as well as to comply with the obligations provided for by law. The possible further storage of Data or part of the Data can be required to assert or defend one's own rights in any venue and, in particular, in the courts.

6. Rights of the Data Subject

The current legislation recognizes the data subject numerous rights that we invite you to consider carefully. Among these, we remind you of your rights to:

1. Access to the following information:
a. purpose of processing,
b. categories of personal data in question,
c. recipients or categories of recipients to whom such personal data have been or will be disclosed, in particular if recipients in third countries or international organizations,
existence of the right of the data subject to request from the data controller the rectification or $d_{\cdot}$ erasure of personal data or the restriction of the processing of personal data concerning you or to object to the processing of personal data concerning you;
1. rectification, which means:
a. correction of inaccurate personal data concerning you without justified delay,
b. integration of incomplete personal data, also by providing a supplementary declaration;
1. cancellation of the data concerning you without undue delay, if:
a. the data are no longer necessary in relation to the purposes for which they were collected or otherwise processed,
b. a revocation of consent is given and there is no other legal basis for the processing,
c. you object to the processing and there is no overriding legitimate reason to proceed with the processing,
d. personal data has been unlawfully processed,
e. personal data must be deleted to comply with a legal obligation,
personal data has been collected in connection with the provision of information society f. services:
1. limitation of treatment:
if you dispute the accuracy of personal data, for the period necessary for the data controller to $\mathbf{a}$ verify the accuracy of such personal data,
b. when the processing is unlawful and the person concerned objects to the deletion of personal data and requests instead that their use be restricted.
c. when the personal data are necessary to the data subject for the establishment, exercise or defense of legal claims, although the data controller no longer needs them for processing purposes.
d. if you object to the processing by virtue of your right to object;
1. receive notification in case of rectification or erasure of personal data or restriction of processing;
1. Data portability, i.e. the right to receive in a structured, commonly used and machine-readable format personal data concerning you and the right to have such data transmitted to another data controller where:
a. processing is based on the express consent of the data subject for one or more specific purposes or is carried out pursuant to a contract entered into with the data subject; and
b. the processing is carried out by automated means;
1. object at any time, for reasons related to your particular situation, to the processing of personal data concerning you.

You have the right to lodge a complaint with a supervisory authority if you believe that the rights indicated herein have not been recognized. In order to exercise the above-mentioned rights you may contact the Data Controller by writing to BFF Bank S.p.A., via Domenichino, n. 5, 20149, Milan.

Alternatively, you can contact the Data Protection Officer by writing to the following email address: [email protected].

MONICA MAGRI' viale Monte Nero 40 20135 MILANO ITALY +39 3938923543 (mobile)

PROFILE

Human Resources Executive with consistent track record in leading HR at corporate level both regionally and globally (Europe, US, Latin America, Middle East and Emerging Markets) in different industries (1,5 years in Specialty Paper and Self-adhesive Solutions, 2,5 years in Information Solutions/Credit Management, 9 years in Financial Services, 2 years in Consumer Goods, 14 years in Pharmaceuticals). Significant experience in running large-scale transformation programs and managing diverse teams in multiple locations. Easy to deal with, innovative and business-savvy, energizing and result oriented.

FEDRIGONI GROUP
Chief Human Resources Officer	May 2019 - Current
CERVED GROUP
Human Resources Director	September 2016 - April 2019
ALLIANZ GLOBAL INVESTORS - ALLIANZ GROUP
Head of HR Europe – Managing Director	December 2011 - February 2016
PIONEER INVESTMENTS - UNICREDIT GROUP - MILAN
Head of HR Western Europe and International Distribution	March 2010 - November 2011
Global HR Business Partner Sales and Distribution - Head of HR Italy	January 2009 - March 2010
Head of HR Italy and HRBP South Europe and Latin America	September 2007 - December 2008
FERRERO INTERNATIONAL - LUXEMBOURG
HR Manager, International Management Services	February 2006 - September 2007
SIFI GROUP - CATANIA
Director of Human Resources and Communication	October 1992 - January 2006

EDUCATION

Executive Education

-Diploma, Executive Team Coaching, Ashridge Executive Education - Hult International Business School 2017-2018.

Certified as Executive Coach 2013-2014, Newfield Certified Coach™ - ACC with ICF (International Coaching Federation).

-Diploma, Ontological Coaching, Newfield Network 2011-2012.

-Master in "Advanced European Studies in Administration and Politics" (classes in English and French) at the College of Europe, Bruges, Belgium, 1991-1992. Final Dissertation on Economic Integration of the EU entitled: "The opening of the East and its implications for the South".

University

Degree in Political Science - concentration: political-administrative field - at the University of Catania, Italy, 23rd January 1991. Grade 110/110 cum laude. Final thesis on International Organisation entitled: "EEC-ACP cooperation from its origins to Lomé IV".

High School

Diploma in Modern Languages at the "S. Orsola" Language School, Catania, Italy, 1983. Grade 56/60.

Languages

Fluent written and spoken English and French.

WORK EXPERIENCE

May 2019 - Current FEDRIGONI GROUP CHIEF HUMAN RESOURCES OFFICER

Fedrigoni Group is a global leader in the production and sale of different types of paper for packaging, printing and graphics, and solutions for the world of self-adhesive materials. Fedrigoni has a presence in 132 countries and employs over 4,000 people.

Main Responsibilities

Defined the HR Blueprint (from People Strategy to Operating Model) and the HR Transformation Roadmap. Management of a staff of 45 with 6 direct reports, a team with diverse cultural and professional backgrounds. Member of the Executive Team.

September 2016 - April 2019 CERVED GROUP HUMAN RESOURCES DIRECTOR

Cerved Group is a Public Company leader in Italy in Credit Information and Credit Management. Cerved offers also Digital Marketing Solutions and has one of the leading Credit Rating Agencies in Europe. Cerved employs over 2300 people.

Main Responsibilities

The position's main goal is the strategic management of Human Resources for Cerved Group. Full coverage of all HR responsibilities. Management of a staff of 25 with 4 direct reports, a team with diverse cultural and professional backgrounds.

Member of the Executive Team.

Key Business achievements

. Implemented new HR setup and new HR agenda to support business strategy. Upgrade of HR team competences and hired key HR talents to improve HR advisory, delivery and operational excellence.
Strong Business Partnership with the Executive Team Leaders (also provide advice and coaching to support their leadership journey).
Built internal Talent Acquisition capabilities: achieved increased employer brand recognition, consistent and excellent candidate hiring experience, enabled and supported a robust hiring decision process and hired top talents, leveraged social media (e.g. LinkedIn) and partnerships with selected Universities which helped driving cost saving and promoted Cerved employer brand.
Managed governance related activities for the Remuneration Committee and Secretary to the RemCo.
Implemented an internal Job Posting and application policy.
Established a social collaboration and communication platform Workplace by Facebook which enhanced crossfunctional collaboration, internal communication, engagement and boost operating efficiency.
Designed and implemented a graduate program pilot for Loan Managers.
Implemented a new Induction and Onboarding program.
Contributed to the Change Management Workstream for Cerved Sales 2.0 Project.
Strongly contributed to the Cultural transformation of the company which led to a significant improvement of employee engagement >80% (likelihood to recommend Cerved as employer to a friend).
Managed a project to define Cerved Values, EVP and Purpose.
Focused on HR data to provide the business with HR analytics and metrics in order to improve human capital decision-making process.
Launched a Welfare Program for all employees.
Established Smart Working

December 2011 - February 2016 ALLIANZ GLOBAL INVESTORS - ALLIANZ GROUP HEAD OF HUMAN RESOURCES EUROPE

Allianz Global Investors is the Asset Management of Allianz Group. AllianzGI is a diversified active investment manager, managing more than EUR 412 billion in assets under management for institutional and retail clients around the world - 24 locations in 18 countries.

Main Responsibilities

The position's main goal is the strategic management of Human Resources in Europe. Full coverage of all HR responsibilities in a region of approximately 1600 people located in 9 countries. Management of a staff of 30 with 9 direct reports, an international team with diverse cultural and professional backgrounds.

Standing Invitee to the European Executive Committee.

Chair of the Inclusion and Diversity Council in Europe.

Member of the European Compensation Committee.

Key Business achievements

Managed 2 years "One Firm initiative": merger of 4 legal entities in one European company (agreements with local workers councils, implemented restructuring measures and outsourcing, led change management programs). re-allocation of approx. 300 resources (including redundancies and industrial relations activities).
. Designed and implemented the European Leadership Development program (3 modules LDP1 lead yourself and team - LDP2 lead with peers and clients - LDP3 ambassador of AllianzGI brand). Since 2012 run 29 LDP1 sessions and 9 LDP2 sessions with approx. 480 participants.
. Implemented new European HR setup and delivery model: pan-European strategic HR agenda to support business strategy and HR operational excellence to ensure alignment and efficiency of HR processes and governance.
Chaired I&D Council in Europe I&D engagement results significantly improved managed the certification with EDGE "workplace gender equality" (launched at the World Economic Forum in 2011) - implemented a new "Parental Leave Guideline".
Significantly improved HR Engagement results: from 41% in 2012 to 84% in 2014.
Strongly contributed to the European Engagement survey action plan which led to very positive results.
Management of the new global harmonized year-end process (performance management 360 feedback for all employees).
. Steering of Compensation & Benefits related activities including European HR related Regulatory activities (eg. AIFMD) – C&B Governance and Member of the Europe Compensation Committee.
Focused on HR data to provide the business with HR analytics and metrics in order to improve human capital decision-making process.
Strong focus on HR operations (harmonization and standardization of most important HR processes and policies across Europe).
. Strong Business Partnership with European Executive Committee's members (also provide advice and coaching to support their leadership journey).
Contributed to the streamline and simplification of the global Talent Management process in 2014 Roll-out a series of "Employee Development Insights Sessions" across Europe (approx. 800 participants) aiming at encouraging employees to become protagonist of their own development.
Strong contribution to the design and implementation of the new Global Graduate Program (new assessment center piloted in Europe in 2015).
Implemented a new European Induction and Onboarding program.
Established Talent Acquisition in Europe.
Recruiting of key executives in the region.
Europe HR Offsite once a year quarterly Europe HR calls and virtual WebEx classes to foster HR development and knowledge of business.
"Quality of life at work initiative".
. Implemented a new Learning Management System (LMS) and a new Human Capital Management System (HCM) in Europe.
Member of the Global Change Management Workstream for AllianzGI 2.0 Project.

September 2007 - November 2011

PIONEER INVESTMENTS - UNICREDIT GROUP - MILAN

HEAD OF HR WESTERN EUROPE AND INTERNATIONAL DISTRIBUTION

Pioneer Investments is the Asset Management of UniCredit Group. Pioneer Investments is one of the leading global asset management firms, since 1928. Pioneer has offices in 29 countries and employs over 2,000 people, operating as a globally integrated organisation.

Main Responsibilities

The position's main goal is the strategic management at international level of Human Resources. Full coverage of all HR responsibilities in a region of approximately 1000 people located in about 20 countries. Management of a staff of 18 with 7 direct reports, a global team with diverse cultural and technical backgrounds.

Member of the Management Committee Western Europe and International Distribution and of the Management Committee in Italy.

Key Business achievements

Customer Academy: idea generation, design and implementation of customer centricity initiatives to foster a culture of customer centricity and innovation. The CA was rolled out within the Sales & Distribution division. Its kick off involved 23 senior managers from the three sales channels. Cascading down of a menu of business and development initiatives to the entire organization. "Award by UniCredit as HR Role Model on Customer Centricity in the 2009 Integrity Charter Day".
Strong Business Partnership with top executives, focused on understanding and addressing their business challenges and provided concrete actions.
· Implementation of a new harmonized Performance Management system: alignment of Performance Management process across the region (launch of a structured performance calibration process, communication, timeframe and platform).
Management of the Executive Development Plan and the Talent Management Program for the Region (main goals: build a sustainable leadership pipeline, motivation and retention, implement individual development plan and enhance cross-career moves).
Member of the UniCredit internal Coaching Community: more than 70 hours of one to one Executive Coaching to UniCredit Best Executives.
Implementation of People Survey action plans.
Recruiting of key executives in the region management of international mobility.
Management of the Strategic Review process for the region.
Management of Business Repositioning projects for the region: re-allocation of approx 450 resources (including redundancies and industrial relations activities); Capitalia AM Integration, Business outsourcing projects.
Member of the Faculty team that designed and delivered the HR Master Series Program. A leadership development program for 150 HR leaders in UniCredit Group.
Supported Business Leaders in the transition to working in the new governance model, a complex, matrix organisational structure.

January 2006 - August 2007

FERRERO INTERNATIONAL, LUXEMBOURG - HR MANAGER, INTERNATIONAL MANAGEMENT SERVICES

Ferrero is market leader in the confectionary business. The Ferrero Group has 38 operative units around the world, 18 production plants and over 21,000 employees.

Main Responsibilities

The position's main goal was the strategic management, at corporate and international level of Human Resources in the management services area (around 1.200 people).

Most important responsibilities: recruitment and selection, performance management, training and development, organizational development, compensation, talent management, management review, international mobility.

Management of a staff of 5.

Participation in the Corporate Steering Committees.

Key Business achievements

. Definition and implementation of the first Management Review in the management services area: HR SWOT analysis; analysis of current and future organization; definition of key positions and key people; definition of succession planning; definition of development plans for potential successors; definition of key talents and high flyers and related professional development plans.
. Planning and implementation of Team Building initiatives for executives.
. Design and launch of a pilot project for talents and high flyer in the Finance function with the goal to build the next leadership generation.
Management of International mobility.
Hiring of executive directors.
. Coordination of a scouting project for talents and professionals in the management services area in collaboration with executive search companies.
Contribution to definition and implementation of new organisational structures, through the alignment of all management and organisational related processes.
Project leader professional community's project.
. Definition of standard job descriptions and competences profiles of key people.
Definition of career paths of the MS professional communities.

From 1992 to January 2006

SIFI GROUP - PHARMACEUTICALS - Catania - DIRECTOR OF HUMAN RESOURCES AND COMMUNICATION

SIFI is a specialised International Pharmaceutical Company involved in research, manufacturing and marketing of ophthalmic products. Market leader in Italy, with Branches in Canada, Latin America and Eastern Europe and 450 employees.

1996-2005 Director of Human Resources and Communication

The position's main goal was the Strategic Human Resources Management and the alignment of the Organisational Structure to the company's strategic objectives.

The position reported to the President & CEO. Management of a staff of 10.

Main Responsibilities

HR Management and Development: recruitment and selection, job descriptions, performance management, competencies model, training and development, organisational development, management and development of High Potentials, compensation policy and rewarding system (including MBO and qualitative system for the sales force), counseling, exit interviews.
Internal Communication: intranet, work life programs, conventions, internal communication projects.
Corporate Communication: company brochure, annual report, company events, relations with the media, SIFI's portal, company visits, partnership projects with non-profit organisations, support to the President and CEO for institutional relations.
Payroll: wages, regulations, contracts, fiscal and welfare contributions, relations with relevant associations and public and private organisations.

Key Business achievements

Extensive experience in the recruiting and selection process of different job profiles (e.g.: scientists, clinical research associates, marketing, sales, finance and control, administration, technical services, production, logistics, managerial positions and others). Hiring of 200 people, including 10 executive directors.
Implementation of Attraction and Retention policies: 75% of management positions filled by people from within the company; Average Turnover of 5,4% in the last 5 years.
Project leader Work Life Programs (projects to improve the quality of life of the company's staff): planning and realisation of SIFI Child Care Centre for infants and pre-school children (3 months to 6 years old) of SIFI employees. Realisation of a Company Wellness Centre (gym for cardiovascular training and fitness, and aerobic workout).
Coordination of an Organizational Development project which had the main goal of aligning the Company Structure to the Business Strategy. The project was realised in collaboration with an international consultancy firm. The most important phases were: Strategy Clarification; Organizational Capabilities; Corporate Governance; Company Structure; analysis of main company processes; competency model; performance management; total rewards; employee satisfaction survey.
$\blacksquare$ Planning and supporting the entry into the company of 4 representatives of shareholders, the definition of their roles and their integration within the organization.
Implementation of programs and policies of leadership development through leadership process: action $\blacksquare$ learning and interfunctional initiatives.
Contribute to the developing of a company culture which strengthens the sense of belonging and corporate $\blacksquare$ identity, develop integration and motivation, introducing coaching and feedback culture.
From 1992 to 1996: European Union and Economic Affairs Manager in the Planning and Control Department.

The position's main responsibilities were: Monitoring and collection of information about the European Union; preparation and submission to the EU of research projects for funding purposes; lobbying at EU Institutions; participation to the "Task Force on International Affairs" of Farmindustria (Italian Association of Pharmaceutical Companies).

From February to July 1991 worked for Markint, Trading Company based in Genova, Italy, which operates in the field of financial and technical co-operation between the EU and Developing Countries.

Consultant. Responsibility for relationship with the Directorate-General VIII - Development of the European Union.

From 1986 to 1990 at Massimo Bellini Opera House, Catania, Italy.

Professional ballet-dancer in the Opera House ballet corps.

COLLABORATIONS

From 2000 to 2002. International Institute for Management Development (IMD), Lausanne (Switzerland): Small Group Consultant in Management Development Programs on Leadership and Group Dynamics for Senior Managers and High Potentials of Multinational Companies (outdoor activities, exercises in team behaviors and leadership, role play, feedback session, group work).

ADDITIONAL TRAINING

Participation in national and international programs for the development of technical and managerial competencies, at the following institutes: UniManagement (Corporate University UniCredit Group), The A. K. RICE Institute, Chicago; SDA Bocconi, Milan; Esalen Institute, San Francisco; The Economist Conferences, London; IBM Management Development, Rome; Club de Bruxelles, Bruxelles; Conference at the European Parliament, Bruxelles.

MAIN AREAS OF INTERESTS

Leadership, Cultural Transformation, Executive and Team Coaching, Systems Leadership.

PERSONAL DATA

Born: 13 August 1964, Catania (Italy) Nationality: Italian Leisure: Passionate for ballet, Pilates, sailing and outdoor activity in general.

dealer

QUESTIONNAIRE FOR THE ASSESSMENT BY THE BOARD OF DIRECTORS OF BFF BANK S.P.A. OF THE REQUIREMENTS OF ITS MEMBERS

I, the undersigned Monica Magri:

declare (i) to have read the "Guidelines for shareholders on the qualitative and quantitative composition of the Board of Directors and for the preparation of the list ÷, of the Board of Directors", published on the website of BFF Bank S.p.A. (the "Bank") at https://it.bffgroup.com/en/shareholders-meeting-25th-march-2021 (the "Guidelines"), (ii) to be aware of the responsibilities arising from assuming the role of director of the Bank and (iii) to comply with the reference legislation, as referred to, inter alia, in the Guidelines:
undertake to formally notify the Bank in a timely manner of any significant changes with respect to the information provided in this questionnaire (the $\overline{a}$ "Questionnaire"), the purpose of which is to enable the Board of Directors of the Bank (the "BoD") to carry out the checks within its competence with respect to the existence of the directors' requirements with respect to Decree no. 169/20 (the "Fit&Proper Requirements") and the Guidelines;
authorise as of now the Bank and the Bank of Italy, in their capacity as Competent National Authority, to carry out investigations, research and request clarifications $\blacksquare$ that may be deemed opportune or necessary in relation to the checks referred to in the preceding point.

Milan, March 1, 2022

Office for which the questionnaire is being completed (multiple responses allowed)
Chairman of the Board of Directors
Chief Operating Officer
Executive Director
Non-executive Director
Independent Director	図

Integrity requirements according to Fit&Proper Requirements

The undersigned declares:

To be in one of the conditions of ineligibility or disqualification provided for by art. 2382 of the Italian Civil Code, i.e. having been banned, $\square$ $\boxtimes$ a. disqualified, declared bankrupt, or having been sentenced to a penalty entailing disqualification, even temporary, from holding public office or the VFS N_O inability to perform executive duties.