Saes Getters

Remuneration Information • Mar 31, 2017

The present is the English translation of the Italian official report approved by the Board of Directors on March 15, 2017. For any difference between the two texts, the Italian text shall prevail.

Directors' Report drawn up pursuant to Article 123-ter of the Consolidated Finance Law and Article 84-quater of CONSOB resolution no. 11971 of 14/05/1999, on item 2 of the agenda of the Ordinary Meeting of the Shareholders of SAES Getters S.p.A. convened on single call for 27 April 2017 at 10.30 at the registered office of the Company in Lainate, Viale Italia 77.

Remuneration Report pursuant to Article 123-ter, paragraph 6 of Italian Legislative Decree no. 58/1998 and Article 84-quater of CONSOB resolution no. 11971 of 14/05/1999 concerning the regulations for issuers.

Dear Shareholders,

This Remuneration Report, drawn up pursuant to Article 123-ter of Italian Legislative Decree no. 58/1998 ("Consolidated Finance Law") and Article 84-quater and related Annex 3A, Schedule 7-bis of CONSOB resolution no. 11971 of 14/5/1999 concerning the regulations for issuers, aims to provide shareholders, investors and the market with a clear and complete illustration of the remuneration policy of the members of the Board of Directors, the Board of Statutory Auditors and the Executives with Strategic Responsibilities of the Company.

The Report was prepared in compliance with the abovementioned legal and regulatory provisions issued by CONSOB, as well as in compliance with the recommendations stated in the amended principles and application criteria of the Corporate Governance Code of listed companies, issued by the Corporate Governance Committee of Borsa Italian S.p.A. in July 2015.

We wish to inform you that the 2017 Remuneration Policy (which is represented by Section I hereunder) was approved by the Board of Directors on 16 February 2017.

On 16 February 2017, on the proposal of the Remuneration and Appointment Committee (which had discussed the policy in its meeting of 29 November 2016) the Board of Directors, having consulted the Board of Statutory Auditors, approved the Remuneration Report, which is divided into the following sections:

• Section I, which illustrates the Company's policy in relation to the remuneration of the members of its Board of Directors, the General Managers and the Executives with Strategic Responsibilities for the subsequent financial year (2017) and the procedures used for the adoption and implementation of this policy;
• Section II, which provides an adequate representation of each of the items that make up the remuneration – according to the standard established by CONSOB – with an indication of the individual names for the remuneration paid to the Directors and Auditors, but in aggregate form for the remuneration paid to Executives with Strategic Responsibilities; it analytically illustrates the remuneration paid during the financial year of reference for any reason and in any form by the Company and

The present is the English translation of the Italian official report approved by the Board of Directors on March 15, 2017. For any difference between the two texts, the Italian text shall prevail.

by its subsidiary or associated companies, identifying any components of the aforesaid remuneration that concern activities carried out in years prior to the financial year of reference and also highlighting the remuneration to be paid in one or several subsequent financial years for the activities carried out during the financial year in question, with a possible indication of an estimated value for the components that are not objectively quantifiable in the financial year of reference.

Furthermore, Section II contains information on the shares held in the Company and in its subsidiaries by the members of the administration and control bodies, by Executives with Strategic Responsibilities, by spouses who are not legally separated and by minor children, in compliance with the provisions of Article 84-quater, paragraph 4, of the Regulations for Issuers.

The Report has been made available to the public at the registered office of the Company in Lainate, Viale Italia 77, as well as on the Company website, https://www.saesgetters.com/investor-relations/areainvestors/shareholders-meeting.

Finally, we wish to remind you that, pursuant to Article 123-ter of the Consolidated Finance Law, the Board of Directors has summoned you, and the Meeting of Shareholders is called upon to pass resolution on the first section of the Remuneration Report, by casting a non-binding affirmative or negative vote.

Now, therefore, we submit the following resolution proposal for your approval:

"The Ordinary Meeting of the Shareholders of SAES Getters S.p.A.:

- having acknowledged the information received;

resolves

1. to approve the first section of the Remuneration Report drawn up pursuant to Article 123-ter, paragraph 6 of Italian Legislative Decree no.58/1998 and Article 84-quater and related Annex 3A, Schedule 7-bis of CONSOB resolution no.11971 of 14/05/1999 concerning the regulations for issuers.

2. to authorise the Chairman and the Vice-Chairman and Managing Director, jointly and severally, to complete the formalities required by the laws in force, as well as to take all the necessary action to fully implement the resolution stated above, granting them all the powers necessary and appropriate for this purpose, none excluded, as well as the powers to delegate tasks to third parties".

Lainate, 15 March 2017

for the Board of Directors

Mr. Massimo della Porta Chairman

SAES Getters S.p.A.

FIRST SECTION OF THE REMUNERATION REPORT

Drawn up pursuant to Article 123-ter, paragraph 3, of Italian Legislative Decree no. 58/1998 and Article 84-quater and related Annex 3A, Schedule 7-bis - section I of

CONSOB resolution no.

11971/1999 on Regulations for Issuers.

SAES GETTERS S.P.A. Remuneration Policy for Strategic Resources 2017

Foreword

The remuneration of directors and other executives with strategic responsibilities within SAES Getters S.p.A. (hereinafter "SAES" or the "Company") is determined to be in amount sufficient to attract, motivate and retain qualified professionals with the (managerial and technical) skills required to successfully manage the Company.

The Company defines the general policy on remuneration annually (the "Policy"), which summarises the principles and procedures that the SAES Group (as defined hereafter) abides by, in order to:

• allow for the correct application of remuneration practices as defined hereafter;
• guarantee an adequate level of transparency with regard to remuneration policies and the amounts paid out;
• encourage the proper involvement of competent company bodies in the assessment and approval of the Remuneration Policy.

The Policy is drafted in light of the recommendations contained in Article 6 of the Corporate Governance Code of Borsa Italiana S.p.A., as amended in July 2015, adopted by SAES, taking into account the provisions of Article 124-ter of Italian Legislative Decree no.58 of 24 February 1998, as subsequently amended (the "Consolidated Finance Law"), Article 84-quater of the CONSOB Regulation approved with resolution no. 11971 of 14 May 1999, as subsequently amended (the "Regulations for Issuers") and Annex 3A to the Regulations for Issuers, Schedule 7-bis. The Policy is also drafted in compliance with the provisions contained in the procedure for transactions with related parties, approved by the Board of Directors of the Company on 11 November 2010, pursuant to the regulations adopted by CONSOB with resolution no. 17221 of 12 March 2010, as subsequently amended and supplemented.

The Policy is applied to Directors and Executives with Strategic Responsibilities, as described in more detail hereafter.

Several terms used frequently are defined in the following Glossary:

Code/ Corporate Governance Code: the Corporate Governance Code of listed companies as amended in July 2015 by the Corporate Governance Committee and promoted by Borsa Italiana S.p.A. and its subsequent amendments.

Remuneration and Appointment Committee: the Committee for Remuneration and Appointments set up by the Company in implementing Article 6 of the Code.

Executive Directors or Directors performing special duties: the Directors of SAES Getters S.p.A. holding the offices of Chairman or Managing Director of SAES Getters S.p.A.

Non-executive Directors and/or independent Directors and/or directors without special duties: all the Directors of SAES Getters S.p.A. appointed by the Meeting of Shareholders of SAES Getters S.p.A. and the Directors in other Companies of the SAES Group that are also Executives of the Group.

Executives with Strategic Responsibilities: those that hold organisational offices that have the direct or indirect power and responsibility to plan, direct and control the activities of the Company, including the Directors (be they executive or otherwise) of the Company and also including statutory members of the Board of Statutory Auditors, as defined by the regulation adopted by CONSOB with resolution no. 17221 of 12 March 2010, as subsequently amended and supplemented, on transactions with related parties.

Group or SAES Group: the group of companies controlled by or connected to SAES pursuant to Article 2359 of the Italian Civil Code.

GAE: the fixed gross annual earnings component for employees.

MBO (Management by Objectives): indicates the annual variable component of remuneration paid to executives based on the achievement of predefined company objectives (for directors with executive responsibilities).

PFS (Partnership for Success): means the annual variable component of remuneration (on target bonus of 40% of the base salary), based on the achievement of pre-defined business objectives for executives with strategic responsibilities.

LTI Plan: indicates the "Long Term Incentive" Plan as illustrated in paragraph 7 of this Policy, with regard to executive directors, and in paragraph 9, with regard to executives with strategic responsibilities (excluding members of the Board of Statutory Auditors). The payment of this long-term component of variable remuneration is deferred by three years.

Variable remuneration: remuneration connected with the attainment of annual and longterm objectives, a relevant part of which (LTI Plan) is paid in a deferred way, as required by the provisions on company governance in the Code. The MBO/PFS and the LTI Plan constitute the total Variable Remuneration.

Yearly Total Direct Compensation Target: indicates the sum (i) of the fixed gross annual earnings component; (ii) the variable gross annual earnings component that the executive would receive in case of achievement of objectives; (iii) the annualisation of the medium/long term gross variable component (so-called LTI Plan) that the executive has a right to receive in case of the achievement of medium/long term objectives.

1. Principles and objectives

The Company defines and applies a Policy on remuneration every year.

The main objective of the aforesaid Policy is to attract, motivate, and retain the resources with the professional characteristics required to achieve the objectives set by the Group,

which is operating in increasingly more complex, diverse, and highly-competitive technological markets, while also taking into account the dynamics of the labour market.

In recent years the "business model" of the SAES Group has undergone considerable changes. This has required and still requires a continuous alignment of its remuneration policies. More specifically, the Company operates through its Business Units in multiple international markets, in different technological environments and, although its Headquarters are located in Italy, the Group management involves a specific multi-business approach with different speeds depending on the business/market, requiring complex skills and a strong cultural and managerial flexibility.

The Policy has been defined in order to align the interests of the top management with those of the shareholders, and is designed to pursue the prime objective of creating sustainable assets in the medium/long-term. A fundamental aspect of said objective is represented by the consistent and compliant observance, over time, of the core principles of this Policy.

Therefore, the most relevant aspect in determining remuneration is the creation of mechanisms that allow executives to identify with the Company, that are adequate for the global market of reference and that guarantee organisational stability.

2. Remuneration and Appointment Committee

The Board of Directors set up the "Remuneration Committee" as part of the Board on 17 December 1999, now known as the Remuneration and Appointment Committee, and it is responsible for consulting and proposition-oriented tasks. In particular, in compliance with Article 6 of the Corporate Governance Code entitled "Remuneration of Directors", the Remuneration and Appointment Committee, as far as the management of remuneration issues is concerned:

• 1) draws up and defines a Remuneration Policy and submits it to the Board of Directors for approval;
• 2) periodically evaluates the adequacy, the overall coherence and the practical application of the Policy on the remuneration of directors and executives with strategic responsibilities and provides the Board of Directors with proposals and opinions with regard to the policies adopted by the Company with regard to remuneration, based on the information provided by the executive officers, and suggesting improvements, where needed;
• 3) examines the proposals on the remuneration of executive officers and executives with strategic responsibilities;
• 4) expresses opinions or submits proposals to the Board of Directors on the remuneration of executives vested with special appointments, based on the Policy;

• 5) verifies the accuracy and correct application of remuneration criteria for the Company's executives with strategic responsibilities and their consistency over time;

• 6) proposes and collaborates in establishing objectives (targets) with regard to the variable remuneration plans for executive directors;

• 7) verifies the achievement of the variable remuneration target defined for executive officers;
• 8) verifies the application of the resolutions taken by the Board of Directors with regard to remuneration.

At present, the Remuneration and Appointment Committee, as regulated by Article 6.P.3 the Corporate Governance Code, is made up of independent directors and non-executive directors, namely the following members: Gaudiana Giusti (independent director), Luciana Rovelli (independent director) and Adriano De Maio (non-executive director¹ ). All members of the Remuneration and Appointment Committee possess extensive experience in economics/finance and remuneration, which is assessed by the Board of Directors at their time of appointment.

3. Procedure for the definition, approval, and implementation of the Policy

The Policy was defined following a transparent process in which the Remuneration and Appointment Committee and the Board of Directors played a leading role.

The Board of Directors, as proposed by the Remuneration and Appointment Committee, defines and approves the Policy.

The Remuneration and Appointment Committee, in carrying out its tasks, ensures that there are suitable functional and operational connections with the competent Company structures. In particular, the Company's Human Resource Department, with the assistance, where needed, of specialised consulting firms, provides the Remuneration and Appointment Committee with all the information and analyses it requires.

The Chairman of the Board of Statutory Auditors or other auditor appointed by the Chairman participates in the meetings of the Remuneration and Appointment Committee. Such meetings can be attended also by the other Statutory Auditors.

Once defined, the proposed Policy drafted by the Remuneration and Appointment Committee is submitted for the approval of the Board of Directors, who may make the amendments or alterations it may deem necessary.

The Board of Directors, having consulted the Statutory Auditors and keeping in mind the observations and proposals of the Remuneration and Appointment Committee, reaches a final resolution on the Policy and approves the Remuneration Report detailed in the paragraph below.

The Remuneration and Appointment Committee approved the proposed Policy for the year 2017 on 29 November 2016. During this meeting the Committee evaluated the adequacy,

¹ Independent Director pursuant to the combined provisions of Articles 147-ter, paragraph 4, and 148, paragraph 3, of the Consolidated Finance Law.

the overall coherence and the practical application of the 2016 Policy compared to the measures implemented by the Company.

The Board of Directors approved the Policy for the year 2017 on 16 February 2017.

Based on the Policy, the following are approved:

• by the Board of Directors: the remuneration and contract proposals for Executive Directors upon conferral of their appointment, according to company practice, as well as any amendment or adjustment, if needed;

• by the Company's Human Resources Department, with the approval of Executive Directors: the remuneration adjustment proposals for the executives with strategic responsibilities (excluding regular members of the Board of Statutory Auditors);

• by the Shareholders: the remuneration of the Board of Statutory Auditors (please see paragraph 11 below in this regard).

4. Transparency

The Policy is part of the Remuneration Report to be submitted annually to the Meeting of Shareholders pursuant to Article 123-ter of the Consolidated Finance Law, which must be drafted in compliance with the provisions of Article 84-quater of the Regulations for Issuers and with Schedule 7-bis and 7-ter, contained in Annex 3A to the Regulations for Issuers (the "Remuneration Report"). The Remuneration Report, in Section II, also includes (i) an indication of the remuneration of the members of the control and management bodies, managing directors, if any, and, collectively, the executives with strategic responsibilities, and (ii) reports the shares owned by the members of the managing or control bodies, by managing directors and Executives with Strategic Responsibilities in the Company and in the Group.

The Remuneration Report is made available to the public at the Company's registered offices, on the Company website, and on the authorised storage mechanism ( STORAGE) at least 21 days before the annual Meeting of Shareholders, generally coinciding with the meeting for the approval of the financial statements, so as to allow the Shareholders to express their non-binding vote to approve or disapprove the Policy. The results of the vote of the Shareholders on the Policy must be made available to the public on the Company website no later than 5 days after the meeting has taken place.

The Remuneration Report remains at the disposal of the public on the Company website in compliance with current regulations.

5. The Remuneration of Directors - general guidelines

In the Board of Directors it is possible to distinguish between:

(i) executive directors;

(ii) non executive and/or independent directors.

The Board may also have executives with special appointments (members of the Remuneration and Appointment Committee or the Audit and Risk Committee, the director forming part of the Supervisory Body, the Lead Independent Director, and the members of the Committee for Transactions with Related Parties).

On the date of approval of this Policy, the directors are:

• executive directors: Chairman of the Board of Directors, Massimo della Porta (who also holds the office of Chief Technology and Innovation Officer as well as Group CEO) and the Managing Director, Giulio Canale (who also holds the office of Chief Financial Officer as well as Deputy CEO);
• non-executive directors: all the remaining directors, and namely, Stefano Proverbio, Luciana Rovelli, Adriano De Maio, Alessandra della Porta, Luigi Lorenzo della Porta, Andrea Dogliotti, Pietro Mazzola, Roberto Orecchia (Lead Independent Director) and Gaudiana Giusti.

The Meeting of Shareholders of SAES of 28 April 2015, on occasion of the appointment of the Board of Directors, defined the total compensation to be paid out pursuant to Article 2389, paragraph 1, of the Italian Civil Code, as wages and remuneration for its directors, appointing the Board of Directors with the task of dividing said total amount among its members.

In particular, the overall gross annual earnings was established by the Shareholders at EUR 120,000.00, and was subdivided by the Board of Directors in the meeting following their appointment, as follows:

• EUR 10,000 per director; and
• EUR 20,000 for the Chairman of the Board of Directors.

The Shareholders also resolved to pay the following remuneration to the committees forming part of the Board of Directors:

• EUR 9,000 per member of the Audit Committee and EUR 16,000 for its Chairman;
• EUR 4,000 per member of the Remuneration and Appointment Committee and EUR 7,000 for its Chairman.
• no additional remuneration was to be paid to the members of the Committee for Transactions with Related Parties.

The additional remuneration for directors performing special duties was determined by the Board of Directors.

The Board determined the following yearly remuneration:

• EUR 16,000 to the independent director forming part of the Supervisory Body;

• EUR 20,000 to the Lead Independent Director.

Directors are also entitled to the refund of all expenses incurred in the performance of their duties.

In line with best practices, an insurance policy, the so-called D&O (Directors and Officers) Liability is entered into, covering for third-party liability of corporate bodies acting in their capacity as directors or officers. This insurance policy is aimed at holding the Group harmless from the losses deriving from any damages connected and attributable to the events foreseen in the applicable National Collective Labour Agreement and as defined in the relevant provisions of the appointment contract, excluding any wilful misconduct or gross negligence.

Furthermore, in line with best practices, non-executive directors are not entitled to a variable remuneration adjustment, nor are they entitled to any stock-based remuneration plan.

6. Remuneration of Executive Directors (Chairman and Managing Director)

The Remuneration and Appointment Committee submits proposals and/or opinions to the Board of Directors on the remuneration to be attributed to executive directors.

The remuneration of executive directors is comprised of the following elements:

• a fixed component of gross annual earnings;
• a variable component divided into two parts:
• one payable annually (called MBO), to which directors are entitled upon the achievement of pre-defined company objectives;
• a medium/long-term component with deferred payment (so-called LTI Plan).

The Company believes that remuneration should be connected to company performance. Nevertheless, the competitive aspect of remuneration should not be based on an excessive emphasis on short-term results alone, but rather on a balanced middle-ground between fixed and variable remuneration, avoiding unbalanced highs or lows that would hardly be justified in a business where the success of the Company is not always directly linked to short-term performance.

The fixed component is determined proportionally to the range of the tasks to which each executive is appointed and the responsibilities undertaken, and it must also reflect the experience and competence of each executive director, so as to justly compensate the position, efforts, and performance even in case the Company's objectives are not achieved due to causes beyond the control of the executive directors (i.e. adverse market conditions). Equally important is the consistency with which the Policy is applied through time, to ensure the necessary organisational stability.

In determining the remuneration and its single components, the Board of Directors takes into account the scope of the appointments conferred upon the executive directors and the

related seniority in holding the office. In particular, remuneration is determined based on the following criteria:

• a) the fixed component weighs upon the Yearly Total Direct Compensation Target in a generally adequate and sufficient measure, in order to avoid excessive fluctuations which could not be justified in light of the labour market structure indicated above and the specific nature of the technological business in which SAES Group operates;
• b) the (yearly) MBO target incentive, assigned to executive directors upon achieving company objectives, may represent a significant component of remuneration, but it may not exceed the total amount of the fixed gross annual earnings component/GAE;
• c) all payments are payable only after the approval by the Shareholders of the relevant financial statements.

The executive directors who hold positions on the board of directors of the subsidiaries do not receive any remuneration in addition to the remuneration described in this Policy. Please refer to section 7 below for a more detailed description of the MBO and LTI Plan.

For executive directors not under top-management labour agreements, the Board of Directors generally provides for the following, with the purpose of ensuring comparable work conditions as those provided by the Law and/or by the National Collective Labour Agreement to the Italian executive officers of the Group and the most correct market benchmarks:

• Directors' Termination Indemnity ("TFM") pursuant to Article 17, paragraph 1, letter c) of the Consolidated Text of the Laws on Income Tax ("T.U.I.R.") no. 917/1986, having similar characteristics to those typical of regular Termination Severance ("TFR") pursuant to Article 2120 of the Italian Civil Code, due, pursuant to the Law, to the Italian executive officers of the Group, inclusive of all contributions borne by the employer, normally payable to social security Institutes or Funds for manager-level employment contracts. The Directors' Termination Indemnity was regularly instituted by the Shareholders of SAES Getters S.p.A. on 27 April 2006, and by the subsequent meetings for their appointment (21 April 2009, 24 April 2012 and 28 April 2015). The Chairman and the Managing Director are entitled to such Termination Indemnity, as well as additional directors with operative/executive appointments, as indicated by the Board of Directors, after having examined the remuneration and social contribution status of each director.

The institution of Directors' Termination Indemnity is aimed at obtaining, upon retirement, a sufficient retirement fund – in line with Italian and international standards, which is conventionally fixed at 50% of the last salary received.

The resolutions relating to the Directors' Termination Indemnity were implemented by the stipulation/purchasing of a Directors' Termination Indemnity insurance policy, with a leading insurance company, in the name of the Company, in compliance with the requirements of Law, funded by an annual premium of an amount equal to the accrual for severance indemnity, in order to reach company objectives. Said provision is at

20% of the fixed and variable remuneration paid to directors, as resolved by the Board of Directors pursuant to Article 2389 of the Italian Civil Code.

• an insurance policy covering work and non-work related injuries, with premiums paid by the Company;
• indemnity for permanent invalidity or death caused by illness;
• health insurance;
• additional benefits typically awarded to top managers.

As of the date of validity of this Policy, the Company has no incentive plans based on financial instruments.

The Board of Directors, upon the request of the Remuneration and Appointment Committee, may award discretional bonuses to executives for specific exceptional operations, in terms of strategic relevance and consequence that have an impact on the Group's results.

An analysis of the positioning, composition, and, more generally, of the competitiveness of the remuneration of executive directors is carried out by the Remuneration and Appointment Committee and by the Board of Directors, with the assistance, where needed, of external consultants with proven and specific expertise in the field, and ascertained independence.

7. MBO and LTI Plan

The annual variable component of remuneration ("MBO") requires an evaluation of the executive's performance on a yearly basis. The MBO objectives for executive directors are established by the Board of Directors, in line with the Policy, upon a proposal by the Remuneration and Appointment Committee, and are connected with the performance, on an annual basis, of the Company and the Group.

Accrual of the annual variable component is subject to the achievement of the "EBITDA" parameter.

In particular, the amount of MBO awarded to executive directors may never amount to more than 100% the fixed component of gross annual earnings/GAE. In order to contribute to the attainment of medium/long-term interests, in 2009 the Group adopted a medium/long-term incentive system connected with the achievement of the objectives contained in the threeyear strategic plan, i.e. the LTI Plan.

If the objectives of said three-year strategic plan are achieved, the executive directors participating in such objectives accrues an LTI incentive determined as a percentage of the fixed component of gross annual earnings/GAE awarded at the time in which his/her participation in the LTI Plan was established. This medium/long-term variable component based on a target can in no case be in excess of 100% of the fixed component of gross annual earnings/GAE upon reaching the target. Should results not only reach but go beyond

the target, the incentive shall increase up to a maximum cap of 200% of the fixed component of gross annual earnings/GAE.

Payment of this incentive is deferred to the last year of the three-year period. Payment is subject to the Shareholders' approval of the financial statements for the relevant year.

With regard to the variable components of the remuneration of executive directors, please note that the Remuneration and Appointment Committee draws up and presents the MBO objectives to the Board of Directors, on an annual basis, and, during the following year, assesses the performance of each director in order to verify the attainment of the MBO objectives of the previous year.

The Remuneration and Appointment Committee is also in charge of proposing the target goal of the LTI Plan to the Board of Directors, upon presentation and approval of the threeyear plan, and on its expiry shall carry out a verification of the performance of the executive order to define the achievement of the LTI Plan.

In the event that the entitlement threshold of the objectives is not reached, the director in question receives no incentive, or even a pro-rata share, of the LTI Plan.

The LTI Plan is also aimed at promoting retention: in case of termination of the appointment, for any reason, before the end of the three-year period, directors cannot claim any right over the LTI Plan, and consequently the three-year incentive, and even a pro-rata share thereof, will not be paid out.

8. Indemnity in case of resignation, dismissal, or termination

With regard to executive directors, the Company does not pay out any extraordinary indemnity linked to end of term of office.

No indemnity is due in case of revocation of appointment for cause.

A specific indemnity may be awarded in case of revocation by the Meeting of Shareholders or revocation, by the Board of Directors, of the powers granted to a director, without cause, or termination of the employment agreement upon the initiative of the director for just cause, due, for example, to a substantial modification to the role or powers of such director, and/or in case of a hostile take-over or more generally dismissal for cause due to reasons other than those mentioned above by way of example.

In such cases, the allowance is equal to 2.5 years of the annual gross earnings, meaning the sum of the total remuneration (fixed remuneration to which the average of the variable perceived in the previous two years must be added).

Said amount is defined with the aim of guaranteeing uniform treatment among executive directors and Executives with Strategic Responsibilities, and is in line with the prevailing market practices of listed companies.

In case of revocation of the powers by the Board of Directors, motivated by a significantly substandard company performance (i.e. not under 40%) in relation to the results of

comparable companies – in terms of size and market of reference – or of a relevant harm to the company's value, unrelated to market fluctuations, said indemnity may be reduced, or, in extreme circumstances, be completely revoked.

In case of non-renewal, remuneration equal to 2.0 years of the annual gross earnings is envisaged, meaning the sum of the total remuneration (gross annual earnings defined as the total of the fixed annual earnings increased by the average of the variable remuneration perceived in the previous two years).

In case of resignation, executive directors are not entitled to any indemnity. Executive directors may resign with a six-month notice.

In case of illness or injury, which may prevent a director performing special duties from carrying out his/her duties, said director shall be entitled to receive, for a period not exceeding twelve (12) consecutive months, an indemnity equal to one year's basic salary. Once the said period has expired, the Company may choose to terminate the employment agreement with said director, with a three-month prior notice, paying an indemnity of EUR 1,500,000.00 gross.

9. Remuneration of Executives with Strategic Responsibilities (excluding regular members of the Board of Statutory Auditors)

In order to motivate and retain executives with strategic responsibilities (i.e. first-level managers and members of the so-called Corporate Management Committee, a company committee outside of the corporate structure that includes first-level officers of the Company with reporting functions, where executive directors provide and share guidelines and objectives, thus excluding all regular members of the Board of Statutory Auditors), remuneration guidelines are as follows:

• a fixed component of gross annual earnings/GAE;
• a variable component paid annually (called PfS or "Partnership for Success"), which is awarded upon reaching pre-defined company/personal objectives with a on target bonus of 40% of the basic annual salary;
• a medium/long-term variable component (LTI Plan) connected to specific objectives, with deferred payment and a maximum cap of one year's salary, calculated on the basic salary at the time of assignment of the incentive.

Basic salaries/GAE are verified, and, if necessary, adjusted on an annual basis by the Human Resources Department, and approved by the executive directors, taking a number of factors into consideration, including, by way of example, but not limited to: a) labour market fluctuations; b) work performance; c) level of responsibility/capacity; d) balance/equality of internal retribution levels; e) benchmark of similar positions in comparable companies; and f) experience, competence, potential and career opportunities.

Variable components are aimed at motivating executives with strategic responsibilities to reaching annual objectives (MBO/PfS), as well as long-term strategic objectives.

The LTI Plan for Executives with Strategic Responsibilities is aimed at promoting the loyalty and motivation of key resources, based on a retribution structure with several modified components, allowing the accrual of long-term capital. The LTI Plan is aimed at guaranteeing the Company greater organisational stability as a result of key-positions being held by the same people, and thus obtaining managerial continuity and alignment with strategic company objectives also in the medium-term.

Executives with Strategic Responsibilities, being hired under executive contracts, enjoy non-monetary benefits that include health insurance, injury policies (both work and nonwork related), life insurance policies and social security benefits. During 2013, the Company established an ad hoc programme of non-monetary benefits called "Flexible Benefits" for executives with strategic responsibilities and other executives of the Company, the amount of which varies depending on the seniority of service of the executive (seniority calculated with exclusive reference to SAES). For 2017 the amounts shall be as follows: EUR 3000 for managers with seniority working in SAES for over 6 years, EUR 2000 for the other managers.

Finally, executives with strategic responsibilities enjoy indemnities in case of termination of the employment relationship without just cause by the Company, pursuant to the National Collective Labour Agreement (CCNL Dirigenti Industria), which provides for quantitative limits and application procedures.

Executives with Strategic Responsibilities who hold positions on the Boards of Directors of subsidiaries or other corporate bodies (e.g. the Supervisory Body) do not receive any remuneration in addition to the remuneration they receive as employees (the aforesaid paragraph is also applicable to all other executives of the Group that do not have strategic responsibilities).

10. Non-competition agreements and of change of controls

The Company may enter into non-competition agreements with executive directors and Executives with Strategic Responsibilities, which may provide for the payment of a sum related to remuneration with regard to the duration and scope of the obligations deriving from said agreement.

Non-competition obligations shall refer to the market sector in which the Group operates, and may extend to all the Countries in which the Group operates.

For the Executives with Strategic Responsibilities, meaning the first line managers that are part of the Corporate Management Committee at the time of the event (i.e. change of control), a bonus equal to 2.5 years of gross annual earnings is paid out in the event of termination of employment due to a change of control.

A "change of control" is defined as any event that directly or indirectly alters the ownership structure, the control chain of the Company and the Company's parent that may be exercised

by the Company or by the executive as a better condition than the National Collective Labour Agreement for Industrial Managers ("CCNL Dirigenti Industria") in force.

The aforesaid requirement fully replaces the provisions set forth in the National Collective Labour Agreement for the case in question (Article 13 CCNL Dirigenti Industria).

11. Remuneration of the Board of Statutory Auditors

The remuneration to be awarded to the Board of Statutory Auditors is decided by the Shareholders upon the appointment of said board on the basis of professional fees (as long as they are applicable) and/or normal market practice.

Depending on their participation in other control bodies (for example, the Supervisory Body), and within the limits provided for by the applicable laws, Statutory Auditors may be entitled to additional remuneration.

SAES Getters S.p.A.

SECOND SECTION OF THE REMUNERATION REPORT

Pursuant to article 123-ter, paragraph 4, of Legislative Decree no. 58/1998 and article 84-quater and related Annex 3A, Schedule 7-bis – section II – Table 1, Table 3B and Schedule 7-ter – Table 1 and 2 of Consob resolution no. 11971/1999 relating to issuer regulations.

GENERALI E AI DIRIGENTI CON RESPONSABILITA' STRATEGICHE

SOG GET TO	DES CRI ZIO NE CAR ICA							COM PEN SI
(A)	(B)	(C)	(D)	(1)	(2)	(3)		(4)	(5)	(6)	(7)	(8)
Cog nom e No me	ica Car	iod ui è Per o p er c ico ta l sta ta r per a ica	den Sca za del la c aric a	si Com pen fiss i	si p er l Com pen a ipa zio tec par ne a itat i	si v aria Com pen	bili ity no n e qu	efic i no Ben n ari net mo	Alt ri c si om pen	ale Tot	Fai lue de i r Va si e ity com pen qu	Ind ità di f ine enn ica o d i car e d el ion
		car			com	alt ri Bon us e inc ivi ent	ipa zio Par tec ne li u tili ag					ces saz to d i la rap por vor o
DIR GE NT I	Cor ate Hu por ma n Res Ma our ces nag er		(1	) € ( 2) 659 .87 0	( 3) € -	(4 € 433 .99 5	) € -	(5 € 1 9.6 00, 05	) € -	€ 1.1 13. 464 ,44		€ -
STR AT EGI CI	tion Cor ate Op por era s Ma nag er Gro al G ral Leg up ene l Cou nse Cor rch ate Re por sea er * Ma nag Gro up Ad min istr atio n, nd l Fin Con tro anc e a
(I)	Com si n ella pen soc	ietà che red ige il b ilan	cio	€ 6 59. 869 ,83	€ -	€ 433 .99 4,5 6	€ -	€ 1 9.6 00, 05	€ -	€ 1.1 13. 464 ,44	€ -	€ -
(II)	si d Com ntro pen a co	llat coll te e e ega		( 6) € -						€ -
(III)	ale Tot			€ 6 59. 869 ,83	€ -	€ 433 .99 4,5 6	€ -	€ 1 9.6 00, 05	€ -	€ 1.1 13. 464 ,44	€ -	€ -

(*) Si segnala che con decorrenza 10 giugno 2013, il ruolo di Corporate Research Manager è stato soppresso e le responsabilità di quest'ultimo sono confluite al Chief Technology Innovation Officer, nella persona dell'Ing. Massimo della Porta.

(1) Contratto a tempo indeterminato

• (2) Retribuzioni fisse da lavoro dipendente al lordo di oneri previdenziali e fiscali a carico del dipendente esclusi oneri previdenziali obbligatori collettivi a carico della società e accantonamento TFR
• (3) Compensi per partecipazione come membro dell'Organismo di Vigilanza

(4) Compensi relativi a: - A) una tantum dirigenti strategici, che tiene conto, oltre che di quanto accantonato durante l'esercizio 2016 in via previsionale, anche dell'aggiustamento positivo sui bonus 2015, monetizzato nell'Aprile 2016 (Euro 101.294,00) - B) "L.T.I.P" Incentive corrisposto nel 2016 a favore di due direttori strategici (Euro 247.350,00)

(5) Compensi per uso autovettura, polizza sanitaria, check up e assicurazione infortuni e extraprofessionali

(6) Compensi per partecipazione come membri dell'Organismo di Vigilanza o Consiglieri di Amministrazione in società controllate e collegate

GENERALI E AI DIRIGENTI CON RESPONSABILITA' STRATEGICHE

SOG GET TO (A)	(B)	DES CRI ZIO NE CAR ICA (C)	(D)		(1)		(2)	(3)		CO MP ENS I (4)	(5)	(6)	(7)	(8)
Cog nom e No me	Car ica	iod ui è Per o p er c ico sta ta r ta per	den za d ella Sca ica car		Com si pen fiss i		er l Com si p pen a ipa zio tec par ne a	Com si v aria pen	bili ity no n e qu	efic Ben i no n ari net mo	Alt ri c si om pen	ale Tot	alu e d Fai r V ei si e ity com pen qu	Ind ità enn ica car	di f ine o d i
		la c aric a					itat i com	ltri inc Bon us e a ivi ent	ipa zio Par tec ne ag li u tili					ion ces saz di l to rap por	e d el avo ro
CA NA LE GIU LIO	min istr Am ato re Del to ega	Dal rile 28 ap 201 5	ion Ap pro vaz e bila nci l o a	€	( 10. 000 ,00	1)		€ 769 .16 7,0 0		( 6) € 8.9 53, 98		€ 788 .12 0,9 8		€	-
	SAE S		31. 12. 201 7	€	-	( 2) ( 3)						€ - € -
	Get s S. ter A. p.			€	650 .00 0,0 0	( 4)						€ 650 .00 0,0 0
				€	-	( 5)						€ -
(I)	Com si n ella pen	ietà che red ige soc	il b ilan cio	€	660 .00 0,0 0		€ -	€ 769 .16 7,0 0	€ -	€ 8.9 53, 98	€ -	€ 1.4 38. 120 ,98	€ -	€	-
(II)	Com si d pen a co	llat coll ntro e e ega	te	€	-							€ -
(III)	ale Tot			€	660 .00 0,0 0		€ -	€ 769 .16 7,0 0	€ -	€ 8.9 53, 98	€ -	€ 1.4 38. 120 ,98	€ -	€	-

(1) Emolumento:deliberati dall'assemblea del 28 aprile 2015 e relativi al periodo di competenza 01 Genn-31Dic 2016

(2) Gettone di presenza

(3) Rimborsi spese

(4) Compensi per svolgimento di particolari cariche ex art.2389, comma 3 c.c.

(5) Retribuzioni fisse da lavoro dipendente al lordo di oneri previdenziali e fiscali a carico del dipendente esclusi oneri previdenziali obbligatori collettivi a carico della società e accantonamento TFR

(6) Compensi per uso autovettura, assistenza sanitaria, check up e assicurazione infortuni e extraprofessionali

GENERALI E AI DIRIGENTI CON RESPONSABILITA' STRATEGICHE

SOG GET TO (A )	(B )	DES CRI ZIO NE CAR (C )	ICA (D )	(1 )	(2 )	(3	)	CO MP ENS I (4 )	(5 )	(6 )	(7 )	(8 )
Cog nom e No me	ica Car	iod ui Per o p er c è s tat a la rico ta per	Sca den del la za ica car	si Com pen fiss i	si p la Com pen er ipa zio tec par ne a itat i com	si v aria Com pen	bili ity no n e qu	efic i no Ben n ari net mo	Alt ri c si om pen	ale Tot	Fai alu e d ei r V si e ity com pen qu	Ind ità di f ine enn ica o d i car e d el ion ces saz
		ica car				ltri Bon us e a inc ivi ent	ipa zio Par tec ne li u tili ag					di to rap por lav oro
DE LLA PO RTA SSI MO MA	Pre sid ent e SA ES Ge rs S A. tte .p.	Da l 28 rile ap 201 5	Ap ion pro vaz e bila nci l o a 31. 12. 201 7	( 1) € 20. 000 00 , € ( 2) - ( 3) € - ( 4) € 750 .00 0, 00 ( 5) € -		€ 887 .50 0, 00		( 6) € 9.3 02, 93		€ 916 .80 2, 93 € - € - € 750 .00 0, 00 € -		€ -
(I )	Com si n ella pen	ietà ch dig soc e re	e il bila ncio	€ 770 .00 0, 00	€ -	€ 887 .50 0, 00	€ -	€ 9.3 02, 93	€ -	€ 1.6 66. 802 ,93	€ -	€ -
(II )	si d Com pen a co	olla lleg ntr te e co	ate	€ -						€ -
(III )	ale Tot			€ 770 .00 0, 00	€ -	€ 887 .50 0, 00	€ -	€ 9.3 02, 93	€ -	€ 1.6 66. 802 ,93	€ -	€ -

(1) Emolumento:Deliberati dall'assemblea del 28 aprile 2015 e relativi al periodo di competenza 1 genn-31dic 2016

(2) Gettone di presenza

• (3) Rimborsi spese
• (4) Compensi per svolgimento di particolari cariche ex art.2389, comma 3 c.c.

(5) Retribuzioni fisse da lavoro dipendente al lordo di oneri previdenziali e fiscali a carico del dipendente esclusi oneri previdenziali obbligatori collettivi a carico della società e accantonamento TFR

(6) Compensi per uso autovettura, assistenza sanitaria, check up e assicurazione infortuni e extraprofessionali

GENERALI E AI DIRIGENTI CON RESPONSABILITA' STRATEGICHE

SOG GET TO		DES CRI ZIO NE CAR ICA						CO MP ENS I
(A) Cog nom e No me	(B) ica Car	(C) iod ui è Per o p er c ico sta ta r ta per la c aric	(D) den za d ella Sca ica car	(1) si Com pen fiss i	(2) si p er l Com pen a ipa zio tec par ne a itat i	si v aria Com pen	(3) bili ity no n e qu	(4) efic i no Ben n ari net mo	(5) Alt ri c si om pen	(6) ale Tot	(7) Fai alu e d ei r V si e ity com pen qu	(8) Ind ità di f ine enn ica o d i car e d el ion
		a			com	Bon ltri us e a inc ivi ent	Par ipa zio tec ne li u tili ag					ces saz di to rap por lav oro
MA IO DE AD RIA NO	Am min istr ato re SAE S Get s S. A. ter p.	Dal 28 rile ap 201 5	Ap ion pro vaz e bila l nci o a 31. 12. 201 7	€ 10. 000 ,00 ( ( 2) € - ( 3) € - ( 4) € - ( 5) € -	1) € 4.0 00, 00 ( 6)					€ 14. 000 ,00 € - € - € - € -
(I)	si n ella Com pen	ietà che red ige soc	il b ilan cio	€ 10. 000 ,00	€ 4.0 00, 00	€ -	€ -	€ -	€ -	€ 14. 000 ,00	€ -	€ -
(II)	si d Com pen a co	llat coll ntro e e ega	te							€ -
(III)	ale Tot			€ 10. 000 ,00	€ 4.0 00, 00	€ -	€ -	€ -	€ -	€ 14. 000 ,00	€ -	€ -

(1) Emolumento:deliberati dall'assemblea del 28 aprile 2015 e relativi al periodo di competenza 01 Gennaio-31 Dicembre 2016

(2) Gettone di presenza

(3) Rimborsi spese

(4) Compensi per svolgimento di particolari cariche ex art.2389, comma 3 c.c.

(5) Retribuzioni fisse da lavoro dipendente al lordo di oneri previdenziali e fiscali a carico del dipendente esclusi oneri previdenziali obbligatori collettivi a carico della società e accantonamento TFR

(6) Compensi per partecipazione come membro del Compensation Committee (Comitato per la Remunerazione) relativi al periodo di competenza Gen-Dic 2016

GENERALI E AI DIRIGENTI CON RESPONSABILITA' STRATEGICHE

SOG GET TO (A)	(B)	DES CRI ZIO NE CAR ICA (C)	(D)	(1)	(2)		(3)	CO MP ENS I (4)	(5)	(6)	(7)	(8)
Cog nom e No me	Car ica	iod ui è Per o p er c ico sta ta r ta per	den za d ella Sca ica car	Com si pen fiss i	er l Com si p pen a ipa zio tec par ne a	Com si v aria pen	bili ity no n e qu	efic Ben i no n ari net mo	Alt ri c si om pen	ale Tot	alu e d Fai r V ei si e ity com pen qu	Ind ità di f ine enn ica o d i car
		la c aric a			itat i com	ltri Bon us e a inc ivi ent	Par ipa zio tec ne li u tili ag					ion e d el ces saz di to rap por lav oro
DEL LA PO RTA LUI GI LOR ENZ O	Am min istr ato re SAE S Get ter s S. A. p.	Dal rile 28 ap 201 5	Ap ion pro vaz e bila nci l o a 31. 12. 201 7	( 1) € 10. 000 ,00 ( 2) € - ( 3) € - ( 4) € - ( 5) € -						€ 10. 000 ,00 € - € - € - € -
(I)	Com si n ella pen	ietà che red ige soc	il b ilan cio	€ 10. 000 ,00	€ -	€ -	€ -	€ -	€ -	€ 10. 000 ,00	€ -	€ -
(II)	Com si d pen a co	llat coll ntro e e ega	te							€ -
(III)	Tot ale			€ 10. 000 ,00	€ -	€ -	€ -	€ -	€ -	€ 10. 000 ,00	€ -	€ -

(1) Emolumento:Deliberati dall'assemblea del 28 aprile 2015 e relativi al periodo di competenza 01 Gen-31Dic 2016

(2) Gettone di presenza

(3) Rimborsi spese

(4) Compensi per svolgimento di particolari cariche ex art.2389, comma 3 c.c.

GENERALI E AI DIRIGENTI CON RESPONSABILITA' STRATEGICHE

SOG GET TO		DES CRI ZIO NE CAR ICA						CO MP ENS I
(A) Cog nom e	(B) Car ica	(C) Per iod ui è o p er c	(D) Sca den za d ella	(1) Com si pen	(2) Com si p er l pen a	Com si v aria pen	(3) bili ity no n e qu	(4) Ben efic i no n	(5) Alt ri c si om pen	(6) Tot ale	(7) Fai r V alu e d ei	(8) Ind ità di f ine enn
No me		ico sta ta r ta per la c aric a	ica car	fiss i	ipa zio tec par ne a itat i com			ari net mo			si e ity com pen qu	o d ica i car ion e d el ces saz
						ltri Bon us e a inc ivi ent	Par ipa zio tec ne li u tili ag					di to rap por lav oro
DEL LA PO RTA	Am min istr ato re	Dal rile 28 ap 201	Ap ion pro vaz e	( 1) € 10. 000 ,00						€ 10. 000 ,00
ALE SSA ND RA	SAE S Get s S. A. ter	5	bila nci l o a 31. 12. 201 7	( 2) € -						€ -
	p.			( 3) € -						€ -
				( 4) € -						€ -
				( 5) € -						€ -
(I)	Com si n ella pen	ietà che red ige soc	il b ilan cio	€ 10. 000 ,00	€ -	€ -	€ -	€ -	€ -	€ 10. 000 ,00	€ -	€ -
(II)	Com si d pen a co	llat coll ntro e e ega	te							€ -
(III)	Tot ale			€ 10. 000 ,00	€ -	€ -	€ -	€ -	€ -	€ 10. 000 ,00	€ -	€ -

(1) Emolumento:Deliberati dall'assemblea del 28 aprile 2015 e relativi al periodo di competenza 01 Genn-31Dic 2016

(2) Gettone di presenza

(3) Rimborsi spese

(4) Compensi per svolgimento di particolari cariche ex art.2389, comma 3 c.c.

GENERALI E AI DIRIGENTI CON RESPONSABILITA' STRATEGICHE

SOG GET TO		DES CRI ZIO NE CAR	ICA						CO MP ENS I
(A )	(B )	(C )	(D )	(1 )		(2 )	(3	)	(4 )	(5 )	(6 )	(7 )	(8 )
Cog no me No me	Car ica	iod cui Per o p er è s tat a la rico	Sca de de lla nza ica car	Co mp fiss	i ens i	Co i pe r la mp ens ipa zio tec par ne a itat i	Co i va ria mp ens	bili ity no n e qu	efi ci n Ben on ari net mo	Alt ri c si om pen	ale Tot	Fai r V alu e d ei si e ity com pen qu	Ind nit à d i fin en e ica o d i car e d el ion
		ta per ica car				com	ltri Bo nus e a inc ivi ent	ipa zio Par tec ne li u tili ag					ces saz di rto rap po lav oro
DO GL IOT TI AN DR EA	min istr Am ato re	l 28 rile Da ap 201 5	ion Ap pro vaz e bila nci l o a	€ 10. 000	( 1) 00 ,	( 6)				( 7)	€ 10. 000 00 ,
	SA ES Ge rs S A. tte .p.		31. 12. 201 7	€ €	( 2) - ( 3) -						€ - € -
				€	( 4) -						€ -
				€	( 5) -						€ -
(I )	Com si n ella pen	ciet à ch dig so e re	e il bil io anc	€ 10. 000	00 ,	€ -	€ -	€ -	€ -	€ -	€ 10. 000 00 ,	€ -	€ -
(II )	si d Com pen	olla lleg ntr te e a co co	ate								€ -
(III )	ale Tot			€ 10. 000	00 ,	€ -	€ -	€ -	€ -	€ -	€ 10. 000 00 ,	€ -	€ -

(1) Emolumento:deliberati dall'assemblea del 28 aprile 2015 e relativi al periodo di competenza 01 Gennaio - 31 Dicembre 2016

(2) Gettone di presenza

(3) Rimborsi spese

(4) Compensi per svolgimento di particolari cariche ex art.2389, comma 3 c.c.

GENERALI E AI DIRIGENTI CON RESPONSABILITA' STRATEGICHE

SOG GET TO		DES CRI ZIO NE CAR ICA						CO MP ENS I
(A)	(B)	(C)	(D)	(1)	(2)		(3)	(4)	(5)	(6)	(7)	(8)
Cog nom e No me	Car ica	iod ui è Per o p er c ico sta ta r ta per la c aric	den za d ella Sca ica car	Com si pen fiss i	er l Com si p pen a ipa zio tec par ne a itat i	Com si v aria pen	bili ity no n e qu	efic Ben i no n ari net mo	Alt ri c si om pen	ale Tot	alu e d Fai r V ei si e ity com pen qu	Ind ità di f ine enn ica o d i car ion e d el
		a			com	ltri Bon us e a inc ivi ent	Par ipa zio tec ne li u tili ag					ces saz di to rap por lav oro
MA ZZO LA	Am min istr ato re	Dal rile 28 ap 201 5	Ap ion pro vaz e	( 1) € 10. 000 ,00						€ 10. 000 ,00
PIE TRO	SAE S Get ter s S. A. p.		bila nci l o a 31. 12. 201 7	( 2) € -						€ -
				( 3) € - ( 4) € -						€ - € -
				( 5) € -						€ -
(I)	Com si n ella pen	ietà che red ige soc	il b ilan cio	€ 10. 000 ,00	€ -	€ -	€ -	€ -	€ -	€ 10. 000 ,00	€ -	€ -
(II)	Com si d pen a co	llat coll ntro e e ega	te							€ -
(III)	Tot ale			€ 10. 000 ,00	€ -	€ -	€ -	€ -	€ -	€ 10. 000 ,00	€ -	€ -

(1) Emolumento:Deliberati dall'assemblea del 28 aprile 2015 e relativi al periodo di competenza 01 Gennaio-31 Dicembre 2016

(2) Gettone di presenza

(3) Rimborsi spese

(4) Compensi per svolgimento di particolari cariche ex art.2389, comma 3 c.c.

GENERALI E AI DIRIGENTI CON RESPONSABILITA' STRATEGICHE

SOG GET TO		DES CRI ZIO NE CAR ICA										CO MP ENS I
(A )	(B )	(C )	(D )		(1 )		(2 )		(3	)		(4 )	(5 )		(6 )	(7 )	(8 )
Cog nom e No me	Car ica	Per iod ui è o p er c rico la sta ta ta per ica	Sca den del la za ica car		Com si pen fiss i	par	Com si p la pen er ipa zio tec ne a itat i	Com pen	si v aria	bili ity no n e qu		Ben efic i no n ari net mo	Alt ri c si om pen		Tot ale	Fai r V alu e d ei si e ity com pen qu	Ind ità di f ine enn ica o d i car ion e d el
		car					com	Bon us inc ent	ltri e a ivi	ipa zio Par tec li u tili ag	ne						ces saz di to rap por lav oro
OR ECC HIA	Am min istr ato	l 28 rile Da re ap	Ap ion pro vaz e	€	( 1) 10. 000 00 ,	€	( 6) 36. 000 00 ,							€	46. 000 00 ,
RO BER TO	SA ES Ge rs S A. tte	201 5	bila nci l o a 31. 12. 201 7	€	( 2) -									€	-
	.p.			€	( 3) -									€	-
				€	( 4) -									€	-
				€	( 5) -									€	-
(I )	Com si n ella pen	ietà ch dig e il soc e re	bila ncio	€	10. 000 00 ,	€	36. 000 00 ,	€	-	€ -		€ -	€ -	€	46. 000 00 ,	€ -	€ -
(II )	Com si d pen a co	olla lleg ntr te e ate co												€	-
(III )	ale Tot			€	10. 000 00 ,	€	36. 000 00 ,	€	-	€ -		€ -	€ -	€	46. 000 00 ,	€ -	€ -

(1) Emolumento:deliberati dall'assemblea del 28 aprile 2015 e relativi al periodo di competenza 01 Gennaio-31 Dicembre 2016

(2) Gettone di presenza

• (3) Rimborsi spese
• (4) Compensi per svolgimento di particolari cariche ex art.2389, comma 3 c.c.

(5) Retribuzioni fisse da lavoro dipendente al lordo di oneri previdenziali e fiscali a carico del dipendente esclusi oneri previdenziali obbligatori collettivi a carico della società e accantonamento TFR

(6) Compensi per partecipazione come:

- Presidente dell'Audit Committee (Comitato Controllo e Rischi) per 16.000 euro relativi al periodo di competenza Gen-Dic 2016

- Lead Indipendent Director per 20.000,00 euro relativi al periodo 01 Gennaio -31 Dicembre 2016

GENERALI E AI DIRIGENTI CON RESPONSABILITA' STRATEGICHE

SOG GET TO (A )	(B )	DES CRI ZIO NE CAR ICA (C )	(D )	(1 )	(2 )		(3 )	CO MP ENS I (4 )	(5 )	(6 )	(7 )	(8 )
Cog no me No me	Car ica	iod Per cui o p er è s tat a	de de lla Sca nza ica car	Co i mp ens fiss i	Co i pe mp ens ipa zio tec par	r la Co i va ria mp ens ne a	bili ity no n e qu	efi Ben ci n on ari net mo	Alt ri c si om pen	ale Tot	alu e d Fai r V ei si e ity com pen qu	Ind à d i fin nit en e ica o d i car
		rico la ta per ica car			itat i com	ltri Bo nus e a inc ivi ent	ipa zio Par tec ne li u tili ag					ion e d el ces saz di rto rap po lav oro
DO NN AM AR IA VIN CEN ZO	Sin dac o eff ivo ett SA ES Ge rs S A. tte .p.	l 28 rile Da ap 201 5	Ap ion pro vaz e bila nci l o a 31. 12. 201 7	€ 29. 000 00 , € - € 3.3 46, 86 € -	( 1) € 16. 000 00 , ( 2) ( 3) ( 4) ( 5)	( 6)				€ 45. 000 00 , € - € 3.3 46, 86 € - € -
(I )	ella Com si n pen	à ch dig ciet so e re	e il bil io anc	€ 32. 346 86 ,	€ 16. 000 00 ,	€ -	€ -	€ -	€ -	€ 48. 346 86 ,	€ -	€ -
(II )	si d Com pen	olla lleg ntr te e a co co	ate	€ 21. 000 00 ,						€ 21. 000 00 ,
(III )	ale Tot			€ 53. 346 86 ,	€ 16. 000 00 ,	€ -	€ -	€ -	€ -	€ 69. 346 86 ,	€ -	€ -

(1) Emolumento:deliberati dall'assemblea del 28 Aprile 2015 e relativi al periodo di competenza 01 Gennaio 2016-31 Dicembre 2016

• (2) Gettone di presenza
• (3) Rimborsi spese

(4) Compensi per svolgimento di particolari cariche ex art.2389, comma 3 c.c.

(5) Retribuzioni fisse da lavoro dipendente al lordo di oneri previdenziali e fiscali a carico del dipendente esclusi oneri previdenziali obbligatori collettivi a carico della società e accantonamento TFR

(6) Compenso per partecipazione all'Organismo di Vigilanza per 16.000 euro relativi al periodo di competenza Gen-Dic 2016

COMPENSI CORRISPOSTI AI COMPONENTI DEGLI ORGANI DI AMMINISTRAZIONE E DI CONTROLLO, AI DIRETTORI

GENERALI E AI DIRIGENTI CON RESPONSABILITA' STRATEGICHE

SOG GET TO		DES CRI ZIO CAR ICA NE						COM SI PEN
(A)	(B)	(C)	(D)	(1)	(2)	(3)		(4)	(5)	(6)	(7)	(8)
Cog nom e No me	Car ica	Per iod ui o p er c è st ric ata rta ope la c aric a	Sca den za d ella ica car	Com si pen fiss i	Com si p er l pen a ipa zio tec par ne a itat i com	Com si v aria pen	bili ity no n e qu	Ben efic i no n ari net mo	Alt ri c si om pen	Tot ale	Fai r Va lue de i si e ity com pen qu	Ind ità di f ine enn ica o d i car ion e d el ces saz
						Bon alt ri us e inc ivi ent	Par ipa zio tec ne li u tili ag					to d i rap por lav oro
SPO RTO LET TI PIE R FRA NC ESC O	sid Pre ent e Col leg io Sin dac ale SAE S Get s S. p.A ter	Dal rile 28 ap 201 5	ica Car min ter ata in d ata 07 obr e 2 016 ott	(1 € 30. 710 ,38 € ( 2) - ( 3) € - (4 (5 € -	) ) )					€ 30. 710 ,38 € - € - € - € -
(I)	si n ella Com pen	ietà che red ige soc	il b ilan cio	€ 30. 710 ,38	€ -	€ -	€ -	€ -	€ -	€ 30. 710 ,38	€ -	€ -
(II)	Com si d llat coll ntro te pen a co e e ega									€ -
(III)	ale Tot			€ 30. 710 ,38	€ -	€ -	€ -	€ -	€ -	€ 30. 710 ,38	€ -	€ -

(1) Emolumento:Deliberati dall'assemblea del 28 aprile 2015 e relativi al periodo di competenza 01 Gennaio- 07 Ottobre 2016

• (3) Rimborsi spese
• (4) Compensi per svolgimento di particolari cariche ex art.2389, comma 3 c.c.

⁽²⁾ Gettone di presenza

COMPENSI CORRISPOSTI AI COMPONENTI DEGLI ORGANI DI AMMINISTRAZIONE E DI CONTROLLO, AI DIRETTORI

GENERALI E AI DIRIGENTI CON RESPONSABILITA' STRATEGICHE

SOG GET TO		DES CRI ZIO NE CAR ICA						COM PEN SI
(A) Cog nom e No me	(B) ica Car	(C) iod ui Per o p er c è st ric ata rta ope la c aric a	(D) den za d ella Sca ica car	(1) si Com pen fiss i	(2) si p er l Com pen a ipa zio tec par ne a itat i com	(3) si v aria Com pen alt ri Bon us e	bili ity no n e qu ipa zio Par tec ne	(4) efic i no Ben n ari net mo	(5) Alt ri c si om pen	(6) ale Tot	(7) Fai lue de i r Va si e ity com pen qu	(8) Ind ità di f ine enn o d ica i car ion e d el ces saz
						inc ivi ent	li u tili ag					to d i rap por lav oro
RIV OLT A AN GE LO	sid Pre ent e Col leg io Sin dac ale SAE S Get s S. p.A ter		ion Ap pro vaz e bila l nci o a 31. 12. 201 7	(1 ) € 8.9 61, 75 ( 2) € - ,40 ( 3) € 115 (4 ) € (5 ) -						€ 8.9 61, 75 € - ,40 € 115 € - € -
(I)	Com si n ella pen	ietà che red ige soc	il b ilan cio	€ 9.0 77, 15	€ -	€ -	€ -	€ -	€ -	€ 9.0 77, 15	€ -	€ -
(II)	si d Com pen a co	llat coll ntro e e ega	te							€ -
(III)	Tot ale			€ 9.0 77, 15	€ -	€ -	€ -	€ -	€ -	€ 9.0 77, 15	€ -	€ -

(1) Emolumento:Compensi relativi al periodo di competenza 11 Ottobre - 31 Dicembre 2016

• (2) Gettone di presenza
• (3) Rimborsi spese
• (4) Compensi per svolgimento di particolari cariche ex art.2389, comma 3 c.c.

COMPENSI CORRISPOSTI AI COMPONENTI DEGLI ORGANI DI AMMINISTRAZIONE E DI CONTROLLO, AI DIRETTORI

GENERALI E AI DIRIGENTI CON RESPONSABILITA' STRATEGICHE

SOG GET TO		DES CRI ZIO NE CAR ICA						COM PEN SI
(A)	(B)	(C)	(D)	(1)	(2)	(3)		(4)	(5)	(6)	(7)	(8)
Cog nom e No me	Car ica	iod Per ui o p er c è st ric ata rta ope la c aric a	den za d ella Sca ica car	Com si pen fiss i	er l Com si p pen a ipa zio tec par ne a itat i com	Com si v aria pen	bili ity no n e qu	efic Ben i no n ari net mo	Alt ri c si om pen	ale Tot	lue de Fai r Va i si e ity com pen qu	Ind ità di f ine enn ica o d i car ion e d el ces saz
						alt Bon ri us e inc ivi ent	Par ipa zio tec ne li u tili ag					to d i rap por lav oro
SPE RA NZA SAR A A NIT A	Sin dac o effe ttiv o SAE S Get s S. p.A ter	Dal rile 28 Ap 201 5	ion Ap pro vaz e bila nci l o a 31. 12. 201 7	(1 ) € 29. 000 ,00 ( 2) € - ( 3) € - (4 ) € - (5 ) € -						€ 29. 000 ,00 € - € - € - € -
(I)	Com si n ella pen	ietà che red ige soc	il b ilan cio	€ 29. 000 ,00	€ -	€ -	€ -	€ -	€ -	€ 29. 000 ,00	€ -	€ -
(II)	si d Com pen	llat coll ntro e e ega	te							€ -
(III)	a co ale Tot			€ 29. 000 ,00	€ -	€ -	€ -	€ -	€ -	€ 29. 000 ,00	€ -	€ -

(1) Emolumento:Deliberati dall'assemblea del 28 aprile 2015 e relativi al periodo di competenza 01 Genn- 31 Dic 2016

• (3) Rimborsi spese
• (4) Compensi per svolgimento di particolari cariche ex art.2389, comma 3 c.c.

⁽²⁾ Gettone di presenza

COMPENSI CORRISPOSTI AI COMPONENTI DEGLI ORGANI DI AMMINISTRAZIONE E DI CONTROLLO, AI DIRETTORI

GENERALI E AI DIRIGENTI CON RESPONSABILITA' STRATEGICHE

SOG GET TO		DES CRIZ ION E CA	RICA						COM PEN SI
(A)	(B)	(C)	(D)	(1)		(2)	(3)		(4)	(5)	(6)	(7)	(8)
Cog nom e Nom e	Car ica	Per iod ui o p er c è st ata ta l rico per a	ella Sca den za d ica car	Com fiss	si pen i	er l Com si p pen a ipa zion tec par e a itat i com	Com si v aria pen	bili uity non eq	efic Ben i no n ari net mo	Alt ri co i mp ens	ale Tot	lue Fair Va dei si e qui ty com pen	ità di f Ind ine enn o d ica i car e d el ion ces saz
		ica car					alt Bon ri us e ince ntiv i	Par ipa zion tec e agl ili i ut					to d i rap por lavo ro
ROV ELL I	Am min istr ato re	Dal rile 28 ap	App azio rov ne	€ 10.	(1 000 ,00	) (6 ) € 20. 000 ,00					€ 30. 000 ,00
LUC IAN A	SAE S	201 5	bila ncio al	€	(2) -						€ -
	Get s S. p.A ter		31. 12. 201 7	€	(3) -						€ -
				€	(4) -						€ -
				€	(5) -						€ -
(I)	ella Com si n pen	ietà che red ige soc	il bi lanc io	€ 10.	000 ,00	€ 20. 000 ,00	€ -	€ -	€ -	€ -	€ 30. 000 ,00	€ -	€ -
(II)	Com si d pen a co	llate olle ntro gate e c									€ -
(III)	ale Tot			€ 10.	000 ,00	€ 20. 000 ,00	€ -	€ -	€ -	€ -	€ 30. 000 ,00	€ -	€ -

(1) Emolumento:Deliberati dall'assemblea del 28 aprile 2015 e relativi al periodo di competenza 01 Gennaio-31 Dicembre 2016

• (2) Gettone di presenza
• (3) Rimborsi spese
• (4) Compensi per svolgimento di particolari cariche ex art.2389, comma 3 c.c.
• (5) Retribuzioni fisse da lavoro dipendente al lordo di oneri previdenziali e fiscali a carico del dipendente esclusi oneri previdenziali obbligatori collettivi a carico della società e accantonamento TFR
• (6) Compensi per partecipazione come:
• Presidente dell'Organismo di Vigilanza per 16.000,00 euro relativi al periodo di competenza 01 Gennaio 31 Dicembre 2016
• Membro del Compensation Committee (Comitato per la Remunerazione) per 4.000,00 euro relativi al periodo di competenza 01 Gennaio 31 Dicembre 2016

COMPENSI CORRISPOSTI AI COMPONENTI DEGLI ORGANI DI AMMINISTRAZIONE E DI CONTROLLO, AI DIRETTORI

GENERALI E AI DIRIGENTI CON RESPONSABILITA' STRATEGICHE

SOG GET TO		DES CRI ZIO NE CAR ICA						COM PEN SI
(A)	(B)	(C)	(D)	(1)	(2)	(3)		(4)	(5)	(6)	(7)	(8)
Cog nom e No me	Car ica	iod ui Per o p er c è st ric ata rta ope la c aric a	Sca den za d ella ica car	Com si pen fiss i	Com si p er l pen a ipa zio tec par ne a itat i com	Com si v aria pen	bili ity no n e qu	efic i no Ben n ari net mo	Alt ri c si om pen	ale Tot	Fai r Va lue de i si e ity com pen qu	Ind ità di f ine enn ica o d i car e d el ion ces saz
						alt ri Bon us e inc ivi ent	ipa zio Par tec ne li u tili ag					to d i rap por lav oro
GIU STI	Am min istr ato re	Dal rile 28 ap 201 5	Ap ion pro vaz e	(1 € 10. 000 ,00	) ( 6) € 32. 000 ,00					€ 42. 000 ,00
GA UD IAN A	SAE S Get s S. p.A ter		bila nci l o a 31. 12. 201 7	( 2) € -						€ -
				( 3) € -						€ -
				(4 ) € - €						€ - €
				(5 ) -						-
(I)	si n ella Com pen	ietà che red ige soc	il b ilan cio	€ 10. 000 ,00	€ 32. 000 ,00	€ -	€ -	€ -	€ -	€ 42. 000 ,00	€ -	€ -
(II)	Com si d pen a co	llat coll ntro e e ega	te							€ -
(III)	ale Tot			€ 10. 000 ,00	€ 32. 000 ,00	€ -	€ -	€ -	€ -	€ 42. 000 ,00	€ -	€ -

(1) Emolumento:di cui 6.794,52 euro deliberati dall'assemblea del 28 aprile 2015 e relativi al periodo di competenza 28 Aprile- 31 Dicembre 2015

• (2) Gettone di presenza
• (3) Rimborsi spese
• (4) Compensi per svolgimento di particolari cariche ex art.2389, comma 3 c.c.

(5) Retribuzioni fisse da lavoro dipendente al lordo di oneri previdenziali e fiscali a carico del dipendente esclusi oneri previdenziali obbligatori collettivi a carico della società e accantonamento TFR

(6) Compensi per partecipazione come:

- Membro dell'Audit Committee (Comitato Controllo e Rischi) per 9.000,00 euro relativi al periodo di competenza 01 Gennaio - 31 Dicembre 2016

- Presidente del Compensation Committee (Comitato per la Remunerazione) per 7.000,00 euro relativi al periodo di competenza 01 Gennaio- 31 Dicembre 2016

- Membro dell'Organismo di Vigilanza per 16.000, euro relativi al periodo di competenza 01 Gennaio - 31 Dicembre 2016

COMPENSI CORRISPOSTI AI COMPONENTI DEGLI ORGANI DI AMMINISTRAZIONE E DI CONTROLLO, AI DIRETTORI

GENERALI E AI DIRIGENTI CON RESPONSABILITA' STRATEGICHE

SOG GET TO		DES CRI ZIO CAR ICA NE			COM SI PEN
(A)	(B)	(C)	(D)	(1)	(2)	(3)		(4)	(5)	(6)	(7)	(8)
Cog nom e No me	Car ica	Per iod ui o p er c è st ric ata rta ope la c aric a	Sca den za d ella ica car	Com si pen fiss i	Com si p er l pen a ipa zio tec par ne a itat i com	Com si v aria pen	bili ity no n e qu	Ben efic i no n ari net mo	Alt ri c si om pen	Tot ale	Fai r Va lue de i si e ity com pen qu	Ind ità di f ine enn ica o d i car ion e d el ces saz
						Bon alt ri us e inc ivi ent	Par ipa zio tec ne li u tili ag					to d i rap por lav oro
PRO VER BIO STE O FAN	min istr Am ato re SAE S	Dal rile 28 ap 201 5	ion Ap pro vaz e bila nci l o a	(1 € 10. 000 ,00 ( 2) € -	) ( 6) € 25. 000 ,00					€ 35. 000 ,00 € -
	Get s S. p.A ter		31. 12. 201 7	( 3) € -						€ -
				(4 ) € - (5 ) € -						€ - € -
(I)	Com si n ella pen	ietà che red ige soc	il b ilan cio	€ 10. 000 ,00	€ 25. 000 ,00	€ -	€ -	€ -	€ -	€ 35. 000 ,00	€ -	€ -
(II)	si d Com pen a co	llat coll ntro e e ega	te							€ -
(III)	ale Tot			€ 10. 000 ,00	€ 25. 000 ,00	€ -	€ -	€ -	€ -	€ 35. 000 ,00	€ -	€ -

(1) Emolumento:Deliberati dall'assemblea del 28 aprile 2015 e relativi al periodo di competenza 01 Gennaio - 31 Dicembre 2016

• (2) Gettone di presenza
• (3) Rimborsi spese
• (4) Compensi per svolgimento di particolari cariche ex art.2389, comma 3 c.c.

(5) Retribuzioni fisse da lavoro dipendente al lordo di oneri previdenziali e fiscali a carico del dipendente esclusi oneri previdenziali obbligatori collettivi a carico della società e accantonamento TFR

(6) Compensi per partecipazione come:

- Membro dell'Audit Committee (Comitato Controllo e Rischi) per 9.000 euro relativi al periodo di competenza 01 Gennaio - 31 Dicembre 2016- Membro dell'Organismo di Vigilanza per 16.000 euro relativi al periodo di competenza 01 Gennaio - 31 Dicembre 2016

PIANI DI INCENTIVAZIONE MONETARI A FAVORE DEI COMPONENTI DELL' ORGANO DI AMMINISTRAZIONE, DEI DIRETTORI

GENERALI E DEGLI ALTRI DIRIGENTI CON RESPONSABILITA' STRATEGICHE

A	B	( ) 1		( ) 2			( ) 3		( ) 4
Co g no me No me	Ca ica r	ian P o		'an de l l Bo nu s no		Bo	d i a i p de nu s nn rec e	i nt	A ltr i Bo nu s
D E L L A P O R T A	i de Pre nte s		( A )	( B )	( C )	( A )	( B )	( C )
M A S S I M O	S A E S Ge S.p A. tte rs		bile / Ero Ero to ga ga	Dif fer ito	iod o d Per i dif fer im ent o	iù e ab ili No n p rog	bile / Ero Ero ti ga ga	a d iffe An riti cor
( ) I Co mp en s he d ig c re	l la à i n iet e so c i l b i lan io e c	Pia A no ( dat ela a d elib ) tiv a r era	€ 637 .50 0	€ 250 .00 0			€ -
		Pia B no ( dat ela tiv a d elib ) a r era
		Pia C no ( ela elib ) dat tiv a d a r era
( ) I I Co mp en s l leg ate e c o	i da l lat ntr co o e	Pia A no ( dat ela tiv a d elib ) a r era
		Pia B no ( ) dat ela tiv a d elib a r era
		Pia C no ( dat ela a d elib ) tiv a r era
( ) le I I I To ta			€ 637 .50 0	€ 250 .00 0	€ -	€ -	€ -	€ -	€ -

PIANI DI INCENTIVAZIONE MONETARI A FAVORE DEI COMPONENTI DELL' ORGANO DI AMMINISTRAZIONE, DEI DIRETTORI

GENERALI E DEGLI ALTRI DIRIGENTI CON RESPONSABILITA' STRATEGICHE

A	B	( ) 1		( ) 2			( ) 3		( ) 4
Co g no me No me	Ca ica r	ian P o		'an de l l Bo nu s no		Bo	d i a i p de nu s nn rec e	i nt	A ltr i Bo nu s
C A N A L E	in ist Am rat m or e leg De ato		( A )	( B )	( C )	( A )	( B )	( C )
G I U L I O	S A E S Ge S.p A. tte rs		bile / Ero Ero to ga ga	Dif fer ito	iod o d Per i dif fer im ent o	iù e ab ili No n p rog	bile / Ero Ero ti ga ga	a d iffe An riti cor
( ) I Co mp en s he d ig c re	l la à i n iet e so c i l b i lan io e c	Pia A no ( dat ela a d elib ) tiv a r era	€ 552 .50 0	€ 216 .66 7			€ -
		Pia B no ( dat ela tiv a d elib ) a r era
		Pia C no ( ela elib ) dat tiv a d a r era
( ) I I Co mp en s l leg ate e c o	i da l lat ntr co o e	Pia A no ( dat ela tiv a d elib ) a r era
		Pia B no ( ) dat ela tiv a d elib a r era
		Pia C no ( dat ela a d elib ) tiv a r era
( ) le I I I To ta			€ 552 .50 0	€ 216 .66 7	€ -	€ -	€ -	€ -	€ -

PIANI DI INCENTIVAZIONE MONETARI A FAVORE DEI COMPONENTI DELL' ORGANO DI AMMINISTRAZIONE, DEI DIRETTORI

GENERALI E DEGLI ALTRI DIRIGENTI CON RESPONSABILITA' STRATEGICHE

A	B	( 1)				( 2)				( 3)		( 4)
Co gn om e No me	rica Ca	Pia no			Bo nu	s d ell 'an no			s d Bo nu	i an ni ced pre en	ti	Alt ri B on us
IGE DIR NT I	VA RIE (1)			( A )		( B )	( C )	( A )		( B )	( C )
I * ST RA TE GIC			Ero ga	/Er bile to oga		Diff erit o	iod o d i Per diff erim ent o	iù e abi li No n p rog	Ero ga	/Er bile ti oga	dif fer iti Anc ora
( I) Co mp en che dig re	si n ella cie tà so e il bi lan cio	Pia A no ( ra) dat lati del ibe a re va	€	149 .00 6 (2)	€	276 .66 6 (3)		€ -	€	284 .99 0 (4)	€ 373 .33 2 (5)
		Pia B no ( dat lati del ibe ra) a re va
		Pia C no ( dat lati del ibe ra) a re va
( II) Co mp en oll e c ega	si d llat tro a c on e te	Pia A no ( dat lati del ibe ra) a re va
		Pia B no ( ra) dat lati del ibe a re va
		Pia C no ( ra) dat lati del ibe a re va
( III) tal To e			€	149 .00 6	€	276 .66 6	€ -	€ -	€	284 .99 0	€ 373 .33 2	€ -

(*) Si segnala che con decorrenza 10 giugno 2013, il ruolo di Corporate Research Manager è stato soppresso e le responsabilità di quest'ultimo sono confluite al Chief Technology Innovation Officer, nella persona dell'Ing. Massimo della Porta.

(1) Cariche con Responsabilità Strategiche: Corporate Human Resources Manager, Corporate Operations Manager, Corporate Research Manager, Group Administration Finance and Control Manager, Group Legal General Counsel

(2) Compensi relativi a Una Tantum dirigenti strategici che tiene conto del valore accantonato durante l'esercizio 2016 in via previsionale

(3) Importo di competenza annuale per l'esercizio 2016 relativo ai piani di incentivazione a lungo termine ("L.T.I.P" Incentive)

(4) Valore composto da quota parte del compenso relativo a Una Tantum dirigenti strategici di competenza del 2015, monetizzato nell'Aprile 2016 (Euro 37.640,00) e da "L.T.I.P" Incentive corrisposto nel 2016 a favore di due direttori strategici (Euro 247.350,00)

(5)"L.T.I.P" Incentive accantonati fino al 31 dicembre 2016, erogabili in anni successivi al 2016

C O G O N M E E O N M E	C A R I C A	S O C I E T A ' C P A R T E I P A T A	O O N U M E R A Z I N I P O S S E D U T E A L L A F I N E D E L L 'E S E R C I Z I O P R E C E D E N T E / / ( 3 1 1 2 2 0 1 ) 5	O O N U M E R A Z I N I A C Q U I S T A T E N E L 2 0 1 6	O O N U M E R A Z I N I V E N D U T E N E L 2 0 1 6	O O N U M E R A Z I N I P O S S E D U T E A L L A F I N E D E L L 'E S E R C I Z I O D I R I F E R I M E N T O / / ( 3 1 1 2 2 0 1 6 )
C G l i l i a n a e u o	A i i t t m m n s r a o r e	S S G A E t t e e r s S A p.	0	-	-	0

C O G O N M E E O N M E	C A R I C A	S O C I E T A ' C P A R T E I P A T A	O O N U M E R A Z I N I P O S S E D U T E A L L A F I N E D E L L 'E S E R C I Z I O C P R E E D E N T E ( 3 1 / 1 2 / 2 0 1 ) 5	O O N U M E R A Z I N I A C Q U I S T A T E N E L 2 0 1 6	O O N U M E R A Z I N I V E N D U T E N E L 2 0 1 6	O O N U M E R A Z I N I P O S S E D U T E A L L A F I N E D E L L 'E S E R C I Z I O O D I R I F E R I M E N T ( 3 1 / 1 2 / 2 0 1 6 )
D M i e a o A d i r a n o	A i i t t m m n s r a o r e		0	-	-	0

C O G N O M E E O N M E	C C A R I A	S O C I E T A ' C P A R T E I P A T A	N U M E R O A Z I O N I O S S P E D U T E A L L A F I N E D E L L 'E S E R C I Z I O C P R E E D E N T E ( / / ) 3 1 1 2 2 0 1 5	N U M E R O A Z I O N I C Q S A U I T A T E N E L 2 0 1 6	N U M E R O A Z I O N I V E N D U T E N E L 2 0 1 6	N U M E R O A Z I O N I O S S P E D U T E A L L A F I N E D E L L 'E S E R C I Z I O O D I R I F E R I M E N T ( / / ) 3 1 1 2 2 0 1 6
d l l P t e a o r a A l d e s s a n r a	A i i t t m m n s r a o r e	S A E S G t t e e r s S A p.	S G R 5 4. 8 5 6	-	-	S G R 5 4. 8 5 6

* Azioni cointestate con la sorella Carola Rita della Porta

C O G O N M E E O N M E	C A R I C A	S O C I E T A ' C P A R T E I P A T A	O O N U M E R A Z I N I P O S S E D U T E A L L A F I N E D E L L 'E S E R C I Z I O P R E C E D E N T E / / ( 3 1 1 2 2 0 1 ) 5	O O N U M E R A Z I N I A C Q U I S T A T E N E L 2 0 1 6	O O N U M E R A Z I N I V E N D U T E N E L 2 0 1 6	O O N U M E R A Z I N I P O S S E D U T E A L L A F I N E D E L L 'E S E R C I Z I O D I R I F E R I M E N T O / / ( 3 1 1 2 2 0 1 6 )
d l l P t e a o r a L i i L u g o r e n z o	A i i t t m m n s r a o r e	S S G A E t t e e r s S A p.	S G 9. 6 1 9	-	-	S G 9. 6 1 9
		S A E S G t t e e r s S A p.	S G R 1 3. 6 8 5	-	-	S G R 1 3. 6 8 5

C O G N O M E E O N M E	C C A R I A	S O C I E T A ' C P A R T E I P A T A	N U M E R O A Z I O N I P O S S E D U T E A L L A F I N E D E L L 'E S E R C I Z I O C P R E E D E N T E ( / / ) 3 1 1 2 2 0 1 5	N U M E R O A Z I O N I A C Q U I S T A T E N E L 2 0 1 6	N U M E R O A Z I O N I V E N D U T E N E L 2 0 1 6	N U M E R O A Z I O N I P O S S E D U T E A L L A F I N E D E L L 'E S E R C I Z I O O D I R I F E R I M E N T ( / / ) 3 1 1 2 2 0 1 6
d l l P t e a o r a M i a s s m o	P i d t r e s e n e	S A E S G t t e e r s S A p.	S G 9. 6 2 0	-	-	S G 9. 6 2 0
		S S G A E t t e e r s S A p.	S G 2 5. 3 1 9 R	-	-	S G 2 5. 3 1 9 R

C O G O N M E E O N M E	C C A R I A	S O C I E T A ' C P A R T E I P A T A	O O N U M E R A Z I N I P O S S E D U T E A L L A F I N E D E L L 'E S E R C I Z I O C P R E E D E N T E ( / / ) 3 1 1 2 2 0 1 5	O O N U M E R A Z I N I A C Q U I S T A T E N E L 2 0 1 6	O O N U M E R A Z I N I V E N D U T E N E L 2 0 1 6	O O N U M E R A Z I N I P O S S E D U T E A L L A F I N E D E L L 'E S E R C I Z I O O D I R I F E R I M E N T ( / / ) 3 1 1 2 2 0 1 6
D l i i t t o g o A d n r e a	A i i t t m m n s r a o r e	S A E S G t t e e r s S A p.	S G 9 9. 1 4 1	S G ( *) 9. 5 3 2	-	S G 1 0 8. 6 7 3
		S S G A E t t e e r s S A p.	S G 2. 0 0 0 R	-	-	S G 2. 0 0 0 R

(*) Rimborso prestito obbligazionario SGGH

C O G N O M E E O N M E	C C A R I A	S O C I E T A ' C P A R T E I P A T A	N U M E R O A Z I O N I O S S P E D U T E A L L A F I N E D E L L 'E S E R C I Z I O C P R E E D E N T E ( / / ) 3 1 1 2 2 0 1 5	N U M E R O A Z I O N I C Q S A U I T A T E N E L 2 0 1 6	N U M E R O A Z I O N I V E N D U T E N E L 2 0 1 6	N U M E R O A Z I O N I O S S P E D U T E A L L A F I N E D E L L 'E S E R C I Z I O O D I R I F E R I M E N T ( / / ) 3 1 1 2 2 0 1 6
M l a z z o a P i t e r o	A i i t t m m n s r a o r e		0	-	-	0

C O G N O M E E O N M E	C C A R I A	S O C I E T A ' C P A R T E I P A T A	N U M E R O A Z I O N I O S S P E D U T E A L L A F I N E D E L L 'E S E R C I Z I O C P R E E D E N T E ( / / ) 3 1 1 2 2 0 1 5	N U M E R O A Z I O N I C Q S A U I T A T E N E L 2 0 1 6	N U M E R O A Z I O N I V E N D U T E N E L 2 0 1 6	N U M E R O A Z I O N I O S S P E D U T E A L L A F I N E D E L L 'E S E R C I Z I O O D I R I F E R I M E N T ( / / ) 3 1 1 2 2 0 1 6
O h i r e c c a R b t o e r o	A i i t t m m n s r a o r e		0	-	-	0

C O G O N M E E N O M E	C A R I C A	S O C I E T A ' P A R T E C I P A T A	O O N U M E R A Z I N I P O S S E D U T E A L L A F I N E S C O D E L L 'E E R I Z I P R E C E D E N T E ( / / ) 3 1 1 2 2 0 1 5	O O N U M E R A Z I N I A C Q U I S T A T E N E L 2 0 1 6	O O N U M E R A Z I N I V E N D U T E N E L 2 0 1 6	O O N U M E R A Z I N I P O S S E D U T E A L L A F I N E S C O D E L L 'E E R I Z I D I R I F E R I M E N T O ( / / ) 3 1 1 2 2 0 1 6
S f t e a n o P b i r o v e r o	A i i t t m m n s r a o r e		0	-	-	0

C O G N O M E E O N M E	C C A R I A	S O C I E T A ' C P A R T E I P A T A	N U M E R O A Z I O N I O S S P E D U T E A L L A F I N E D E L L 'E S E R C I Z I O C P R E E D E N T E ( / / ) 3 1 1 2 2 0 1 5	N U M E R O A Z I O N I C Q S A U I T A T E N E L 2 0 1 6	N U M E R O A Z I O N I V E N D U T E N E L 2 0 1 6	N U M E R O A Z I O N I O S S P E D U T E A L L A F I N E D E L L 'E S E R C I Z I O O D I R I F E R I M E N T ( / / ) 3 1 1 2 2 0 1 6
L i u c a n a R l l i o e v	A i i t t m m n s r a o r e		0	-	-	0

C O G O N M E E O N M E	C A R I C A	S O C I E T A ' C P A R T E I P A T A	O O N U M E R A Z I N I P O S S E D U T E A L L A F I N E D E L L 'E S E R C I Z I O C P R E E D E N T E ( 3 1 / 1 2 / 2 0 1 ) 5	O O N U M E R A Z I N I A C Q U I S T A T E N E L 2 0 1 6	O O N U M E R A Z I N I V E N D U T E N E L 2 0 1 6	O O N U M E R A Z I N I P O S S E D U T E A L L A F I N E D E L L 'E S E R C I Z I O O D I R I F E R I M E N T ( 3 1 / 1 2 / 2 0 1 6 )
G d i a u a n a G i i t s u	A i i t t m m n s r a o r e		0	-	-	0

C O G O N M E E O N M E	C A R I C A	S O C I E T A ' C P A R T E I P A T A	O O N U M E R A Z I N I P O S S E D U T E A L L A F I N E D E L L 'E S E R C I Z I O P R E C E D E N T E / / ( 3 1 1 2 2 0 1 4 )	O O N U M E R A Z I N I A C Q U I S T A T E N E L 2 0 1 5	O O N U M E R A Z I N I V E N D U T E N E L 2 0 1 5	O O N U M E R A Z I N I P O S S E D U T E A L L A F I N E D E L L 'E S E R C I Z I O D I R I F E R I M E N T O / / ( 3 1 1 2 2 0 1 ) 5
P i e r F r a n c e s c o S ( *) l i t t t p o r o e	P i d t r e s e n e C l l i o e g o S i d l n a c a e		0	-	-	0

(*) Il Dott. Sportoletti è deceduto nell'ottobre 2016, la situazione specificata in tabella è l'ultima a noi conosciuta e comunicata stante l'impossibilità di richiedere aggiornamenti.

C O G N O M E E O N M E	C C A R I A	S O C I E T A ' C P A R T E I P A T A	N U M E R O A Z I O N I O S S P E D U T E A L L A F I N E D E L L 'E S E R C I Z I O C P R E E D E N T E ( / / ) 3 1 1 2 2 0 1 5	N U M E R O A Z I O N I C Q S A U I T A T E N E L 2 0 1 6	N U M E R O A Z I O N I V E N D U T E N E L 2 0 1 6	N U M E R O A Z I O N I O S S P E D U T E A L L A F I N E D E L L 'E S E R C I Z I O O D I R I F E R I M E N T ( / / ) 3 1 1 2 2 0 1 6
S a r a S p e r a n a z	S i d f f i t t n a c o e e v o		0	-	-	0

C O G N O M E E N O M E	C C A R I A	S O C I E T A ' P A R T E C I P A T A	N U M E R O A Z I O N I O S S P E D U T E A L L A F I N E S C O D E L L 'E E R I Z I P R E C E D E N T E ( / / ) 3 1 1 2 2 0 1 5	N U M E R O A Z I O N I C Q S A U I T A T E N E L 2 0 1 6	N U M E R O A Z I O N I V E N D U T E N E L 2 0 1 6	N U M E R O A Z I O N I O S S P E D U T E A L L A F I N E S C O D E L L 'E E R I Z I D I R I F E R I M E N T O ( / / ) 3 1 1 2 2 0 1 6
R i l t v o a A l n g e o	P i d t r e s e n e C l l i o e g o S i d l n a c a e		0	-	-	0

C O G O N M E E O N M E	C C A R I A	S O C I E T A ' C P A R T E I P A T A	O O N U M E R A Z I N I P O S S E D U T E A L L A F I N E D E L L 'E S E R C I Z I O C P R E E D E N T E ( / / ) 3 1 1 2 2 0 1 5	O O N U M E R A Z I N I A C Q U I S T A T E N E L 2 0 1 6	O O N U M E R A Z I N I V E N D U T E N E L 2 0 1 6	O O N U M E R A Z I N I P O S S E D U T E A L L A F I N E D E L L 'E S E R C I Z I O O D I R I F E R I M E N T ( / / ) 3 1 1 2 2 0 1 6
D i o n n a m a r a V i n c e n o z	S i d f f i t t n a c o e e v o		0	-	-	0

SCHEMA 7 ter - TABELLA 2

PARTECIPAZIONI DEGLI ALTRI DIRIGENTI CON RESPONSABILITA' STRATEGICA (in forma cumulativa)

C O G O N M E E O N M E	C A R I C A	S O C I E T A ' C P A R T E I P A T A	O O N U M E R A Z I N I P O S S E D U T E A L L A F I N E D E L L 'E S E R C I Z I O P R E C E D E N T E / / ( 3 1 1 2 2 0 1 ) 5	O O N U M E R A Z I N I A C Q U I S T A T E N E L 2 0 1 6	O O N U M E R A Z I N I V E N D U T E N E L 2 0 1 6	O O N U M E R A Z I N I P O S S E D U T E A L L A F I N E D E L L 'E S E R C I Z I O D I R I F E R I M E N T O / / ( 3 1 1 2 2 0 1 6 )
D i i i t r g e n c o n b i l i à t r e s p o n s a i t t s r a e g c a	/ N A	/ N A	0	-	-	0