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OKEA ASA
Remuneration Information • Apr 15, 2025
3701_rns_2025-04-15_1005b896-b639-45f3-af79-5c1f88eeb711.pdf
Remuneration Information
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Report on remuneration of leading persons
OKEA ASA presents the 2024 report on remuneration as approved by the board of directors on 27 March 2025. The report is designed to comply with the provisions of the Public Limited Liability Companies Act § 6-16a and b, and 5-6 third paragraph, supplemented by the regulations on guidelines and reports on remuneration of leading personnel, as well as to provide a transparent account of remuneration of leading persons to our shareholders and other stakeholders in line with Norwegian practice and principles for good governance. The report is based on the guideline on remuneration approved by shareholders at the annual general meeting on 14 May 2024 and will be presented to the annual general meeting scheduled for 13 May 2025. The guideline on remuneration is available on www.okea.no/investors. Norwegian legislation also requires that the annual financial report includes certain information on remuneration in the notes to the financial statements. This information is included in note 10 to the financial statements.
Introduction
There were no changes in the OKEA senior management team or to the board of directors during the year. Finn Haugan resigned from his position as a member of the board of directors, effective 1 March 2025. Finn Haugan is included in the following, as he was a part of the board of directors in 2024.
The guideline on remuneration approved by the general meeting in 2024 was consistent with previous practice and policies in the company.
Elements of remuneration
Total remuneration for 2024 and 2023
Table below provides information on total remuneration of each individual leading person split by various components. Compensation in the form of salaries, bonuses, fees and other compensation is included as incurred.
Remuneration of CEO and senior management for the reported financial year
| Amounts in NOK `000 | Fixed remuneration Variable remuneration |
Pension expense |
Total remuneration |
Proportion of fixed and variable remuneration |
|||||
|---|---|---|---|---|---|---|---|---|---|
| Name, position |
Financial year | Base salary | Fringe benefits |
One-year variable1 |
Fixed | Variable | |||
| Svein J. Liknes, CEO | 2024 | 6,370 | 342 | 2,416 | 211 | 9,340 | 74 % | 26 % | |
| 2023 | 5,608 | 342 | 2,523 | 201 | 8,673 | 71 % | 29 % | ||
| Birte Norheim, CFO | 2024 | 3,979 | 18 | 1,383 | 211 | 5,592 | 75 % | 25 % | |
| 2023 | 3,566 | 18 | 1,438 | 201 | 5,222 | 72 % | 28 % | ||
| Tor Bjerkestrand, SVP operations | 2024 | 3,756 | 18 | 1,301 | 211 | 5,287 | 75 % | 25 % | |
| 2023 | 3,544 | 18 | 1,383 | 201 | 5,145 | 73 % | 27 % | ||
| Dag Eggan, SVP special projects | 2024 | 3,327 | 18 | 1,104 | 211 | 4,660 | 76 % | 24 % | |
| 2023 | 3,115 | 18 | 1,142 | 201 | 4,475 | 74 % | 26 % | ||
| Espen Myhra, SVP strategy, business development & commercial | 2024 | 3,513 | 19 | 1,103 | 211 | 4,846 | 77 % | 23 % | |
| 2023 | 3,094 | 18 | 1,141 | 201 | 4,454 | 74 % | 26 % | ||
| Knut Gjertsen, SVP projects & technology | 2024 | 3,587 | 639 | 1,107 | 211 | 5,544 | 80 % | 20 % | |
| 2023 | 3,518 | 596 | 1,188 | 201 | 5,503 | 78 % | 22 % | ||
| Marit Vik-Langlie, VP legal | 2024 | 2,308 | 18 | 764 | 211 | 3,302 | 77 % | 23 % | |
| 2023 | 2,024 | 27 | 763 | 201 | 3,015 | 75 % | 25 % |
1 One year variable includes accrued LTIP for 5 months in 2023 and 7 months in 2024
| Amounts in NOK `000 | Fixed remuneration | Variable remuneration |
Proportion of fixed and variable remuneration |
|||||
|---|---|---|---|---|---|---|---|---|
| Name, position |
Financial year | Base salary | Fringe benefits |
One-year variable |
Pension expense |
Total remuneration |
Fixed | Variable |
| Kjersti Hovdal, SVP business performance | 2024 | 3,146 | 18 | 1,008 | 211 | 4,383 | 77 % | 23 % |
| 2023 | 2,902 | 81 | 1,078 | 201 | 4,262 | 75 % | 25 % | |
| Børge Nerland, SVP drilling & wells | 2024 | 3,262 | 19 | 1,047 | 211 | 4,538 | 77 % | 23 % |
| 2023 | 2,811 | 18 | 1,398 | 201 | 4,428 | 68 % | 32 % | |
| Ida Ianssen Lundh, SVP subsurface2 | 2024 | 2,998 | 19 | 953 | 211 | 4,182 | 77 % | 23 % |
| 2023 | 619 | 4 | 585 | 67 | 1,275 | 54 % | 46 % | |
| Andrew McCann, SVP subsurface3 | 2024 | 0 | 0 | 0 | 0 | 0 | 0 % | 0 % |
| 2023 | 2,058 | 13 | 694 | 134 | 2,900 | 76 % | 24 % |
Fixed remuneration includes base salary. Fringe benefits include housing, pension compensation, free telephone, free broadband connection, newspapers, and health insurance.
Variable remuneration includes the following elements:
- The corporate share-based bonus scheme. The relative allocation under the corporate sharebased bonus scheme is the same for all employees and can be up to 40% of base salary with a target value of 20%. Reference is made to section "Performance in the reported financial year" for further details.
- Benefits from the company's long-term share incentive scheme (LTIP) as further described in chapter "Shares awarded or due for the reported financial year" below.
Pension expense is equal to the pension premium paid for each individual. For persons only in senior management for parts of the year pension expense for that period is included.
Total remuneration is the total of all items above.
The proportion of fixed remuneration includes base salary, fringe benefits and pension expense relative to the total remuneration. The proportion of variable remuneration includes and variable remuneration and extraordinary items relative to the total remuneration.
Table below provides information of remuneration paid to each individual board member including remuneration related to work undertaken in various board subcommittees, in addition to other benefits.
For split of fees between board meetings and sub-committee meetings, reference is made to table in section "Annual changes of remuneration and the company's results"
2 Ida Ianssen Lundh became part of the senior management on 1 September 2023. Amounts for 2023 therefore include four months
3 Andrew McCann was part of the senior management until 31 August 2023. Amounts for 2023 therefore include eight months.
Remuneration of board of directors for the reported financial year
| Amounts in NOK `000 | ||||
|---|---|---|---|---|
| Board members | Financial year | Fees | Other benefits4 |
BoD meetings attended |
| Chaiwat Kovavisarach, board chairman | 2024 | 907 | 252 | 11 |
| 2023 | 696 | 252 | 14 | |
| Mike Fischer, vice chair | 2024 | 802 | 168 | 11 |
| 2023 | 692 | 168 | 14 | |
| Rune Olav Pedersen, board member | 2024 | 622 | 168 | 11 |
| 2023 | 616 | 168 | 13 | |
| Nicola Gordon, board member | 2024 | 798 | 168 | 11 |
| 2023 | 644 | 168 | 14 | |
| Finn Haugan, board member | 2024 | 695 | 168 | 11 |
| 2023 | 717 | 168 | 14 | |
| Phatpuree Chinkulkitnivat, board member5 | 2024 | 598 | 168 | 10 |
| 2023 | 374 | 168 | 10 | |
| Jon Arnt Jacobsen, board member5 | 2024 | 676 | 168 | 11 |
| 2023 | 438 | 168 | 11 | |
| Elizabeth Williamson, board member5 | 2024 | 760 | 168 | 11 |
| 2023 | 410 | 168 | 11 | |
| Ragnhild Aas, board member5 8 | 2024 | 343 | 97 | 11 |
| 2023 | 220 | 97 | 11 | |
| Sverre Nes, board member5 | 2024 | 415 | 97 | 11 |
| 2023 | 239 | 97 | 10 |
| Amounts in NOK `000 | ||||
|---|---|---|---|---|
| Board members | Financial year | Fees | Other benefits |
BoD meetings attended |
| Per Magne Bjellvåg, board member6 | 2024 | 335 | 97 | 11 |
| 2023 | 220 | 97 | 11 | |
| Paul Murray, board member6 | 2024 | N/A | N/A | N/A |
| 2023 | 177 | 0 | 2 | |
| Saowapap Sumeksri, board member6 | 2024 | N/A | N/A | N/A |
| 2023 | 254 | 0 | 3 | |
| Grethe Moen, board member6 | 2024 | N/A | N/A | N/A |
| 2023 | 184 | 0 | 3 | |
| Anne Lene Rømuld, board member6 | 2024 | N/A | N/A | N/A |
| 2023 | 105 | 0 | 3 | |
| John Kristian Larsen, board member6 | 2024 | N/A | N/A | N/A |
| 2023 | 113 | 3 | 3 | |
| Harmonie Wiesenberg, deputy member7 | 2024 | 0 | 0 | 0 |
| 2023 | 0 | 0 | 0 | |
| Jan Atle Johansen, deputy member6 7 | 2024 | 0 | 0 | 0 |
| 2023 | 97 | 0 | 3 | |
| Gry Anette Haga, deputy member7 | 2024 | 0 | 0 | 0 |
| 2023 | 0 | 0 | 0 | |
| Jens Arne Megaard, deputy member8 | 2024 | N/A | N/A | N/A |
| 2023 | 0 | 0 | 0 | |
| Gro Anita Markussen, deputy member8 | 2024 | N/A | N/A | N/A |
| 2023 | 0 | 0 | 0 |
4 The column "Other benefits" relates to an additional compensation, in accordance with the company's general meeting on 14 May 2024, to the board of directors with an obligation to purchase OKEA shares. The shares are subject to a 12-month lock-up period from the date of purchase
7 Deputy member from 11 May 2023
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5 Part of the board of directors from general meeting 11 May 2023
6 Part of the board of directors until general meeting 11 May 2023
8 Deputy member until 11 May 2023
Shares awarded or due for the reported financial year
The CEO and senior management were in 2024 eligible to participate in the company's long-term incentive program (LTIP), which purpose was to further align the interests of the company and its shareholders by providing a long-term program to incentivise and retain key employees who the company has identified as being critical for delivering on the company strategy. Under the LTIP, each participant is eligible to be allocated and awarded a number of synthetic restricted stock units (RSUs), each of which will entitle the participant to receive the value equivalent to one share in the company. The participants were allocated a pre-determined number of synthetic RSUs for the three-year duration of the LTIP. Eligibility for the LTIP was assessed by the CEO at the time of allocation and award. The board determined allocation to the CEO, and the CEO determined allocation to other participants. Under the LTIP, 50% of the awarded RSUs will be awarded as a cash amount.
Shares awarded or due to the Directors for the reported financial year
The remaining 50% may be awarded through shares should the company's share performance outperform a defined group of peers in the 12-month period from 1 August to 1 August each year during the LTIP (first period being 1 August 2022 to 1 August 2023).
Award is contingent upon the person remaining member of senior management, or that terms of the termination of employment being in accordance with LTIP regulations. Shares purchased under the LTIP have a lock-up period of 24 months.
Due to share price development in 2024, no shares were awarded under the LTIP.
| Amounts in NOK `000 | The main conditions of share award plans | Information regarding the reported financial year during the year |
|||||||
|---|---|---|---|---|---|---|---|---|---|
| Name, position | Speci-fication of plan |
Performance period |
Award date | End of lock-up | period Shares awared | Value at award |
Shares awarded and unvested at year end |
Shares subject to a holding period |
|
| Svein Jakob Liknes, CEO | LTIP | 2023 | 13.09.23 | 13.09.24 | 8,061 | 627 | 8,061 | 8,061 | |
| Birte Norheim, CFO | LTIP | 2023 | 13.09.23 | 13.09.24 | 4,176 | 325 | 4,176 | 4,176 | |
| Tor Bjerkestrand, SVP operations | LTIP | 2023 | 13.09.23 | 13.09.24 | 3,941 | 307 | 3,941 | 3,941 | |
| Dag Eggan, SVP special projects | LTIP | 2023 | 13.09.23 | 13.09.24 | 2,763 | 215 | 2,763 | 2,763 | |
| Espen Myhra, SVP strategy, business development & commercial | LTIP | 2023 | 13.09.23 | 13.09.24 | 2,763 | 215 | 2,763 | 2,763 | |
| Knut Gjertsen, SVP projects & technology | LTIP | 2023 | 13.09.23 | 13.09.24 | 2,763 | 215 | 2,763 | 2,763 | |
| Marit Vik-Langlie, VP legal | LTIP | 2023 | 13.09.23 | 13.09.24 | 2,009 | 156 | 2,009 | 2,009 | |
| Kjersti Hovdal, SVP business performance | LTIP | 2023 | 13.09.23 | 13.09.24 | 2,763 | 215 | 2,763 | 2,763 | |
| Børge Nerland, SVP drilling & wells | LTIP | 2023 | 13.09.23 | 13.09.24 | 2,763 | 215 | 2,763 | 2,763 | |
| Ida Ianssen Lundh, SVP subsurface | LTIP | 2023 | N/A | N/A | N/A | N/A | N/A | N/A |
Under the LTIP scheme described above each participant is awarded a cash amount corresponding to an amount of synthetic RSU's, including a performance element which if met is awarded as cash with an obligation to purchase OKEA shares. In the table below the variable
remuneration of senior management is for transparency set out in a OKEA specific table, showing LTIP, corporate bonus scheme and cash awarded for purchase of shares under the purchase obligation pursuant to both the LTIP and the corporate bonus scheme.
Variable remuneration to senior management under LTIP and corporate bonus scheme
| Amounts in NOK `000 | |||||
|---|---|---|---|---|---|
| Name, position |
Financial Year | Corporate LTIP9 bonus scheme |
Total | Cash used to purchase shares10 |
|
| Svein Jakob Liknes, CEO | 2024 | 1,145 | 1,270 | 2,416 | 635 |
| Birte Norheim, CFO | 2024 | 651 | 732 | 1,383 | 366 |
| Tor Bjerkestrand, SVP operations | 2024 | 591 | 710 | 1,301 | 355 |
| Dag Eggan, SVP special projects | 2024 | 471 | 632 | 1,104 | 316 |
| Espen Myhra, SVP strategy, business development & commercial | 2024 | 471 | 632 | 1,103 | 316 |
| Knut Gjertsen, SVP projects & technology | 2024 | 441 | 666 | 1,107 | 333 |
| Marit Vik-Langlie, VP legal | 2024 | 315 | 448 | 764 | 224 |
| Kjersti Hovdal, SVP business performance | 2024 | 411 | 597 | 1,008 | 298 |
| Børge Nerland, SVP drilling & wells | 2024 | 411 | 635 | 1,047 | 318 |
| Ida Ianssen Lundh, SVP subsurface | 2024 | 351 | 602 | 953 | 301 |
9 LTIP explained in summary above
10 All purchases related to Corporate bonus scheme in 2024 paid in 2025.
Performance in the reported financial year
As a part of its salary system, the company has a bonus scheme applicable for all employees. The relative allocation under the share bonus scheme is the same for all employees and can be up to 40% of base salary with a target value of 20%. The specific criteria (KPIs) for the bonus are determined by the board of directors on an annual basis and are designed to promote the corporate strategy. The bonus awarded is split between cash and shares, where 50% of the awarded bonus is withheld as employee tax, 25% is paid as cash and 25% is awarded in shares.
The bonus earned in 2024 was 19% and was settled in first half of 2025. While bonus earned for 2023 of 23% was settled in first half of 2024.
Performance in 2024 with bonus payment in 2025
| Information about performance target | ||||||
|---|---|---|---|---|---|---|
| Element | Strategic objective | Description of the performance criteria and type of applicable remuneration |
Relative weighting of the performance criteria |
Minimum target / threshold performance |
Maximum / target performance |
Achieved performance |
| Deliver shareholder value creation | Deliver profitability | Several criteria related to asset performance and profitability |
50.0 % | 0.0 % | 20.0 % | 9.6 % |
| Value accretive growth | Deliver sustainable new business | Several criteria based on the delivery of OKEA's growth strategy. Addition of reserves, capex- and start-up target for projects |
33.0 % | 0.0 % | 13.0 % | 4.8 % |
| Maintain license to operate | Maintain a safe working environment | Specific targets related to projects, ESG, QHSSE and workforce |
17.0 % | 0.0 % | 7.0 % | 4.8 % |
| Total | 0.0 % | 40.0 % | 19.2 % |
Compliance and
The individual elements and the total remuneration of leading persons during 2024 were implemented in line with the guideline on remuneration approved by shareholders at the annual general meeting on 14 May 2024 and as presented in this report. The board and the people and organisation (P&O) committee are satisfied that the company's remuneration principles enable recruitment, motivation and retention of high calibre senior management capable of achieving the objectives of the company and support the company's strategy, shareholders' long-term interests and sustainable business practices. OKEA's strategy and long-term ambitions are further described in the board of directors' report.
governance About the people and organisation committee (P&O committee) and its role
The board has established a charter for the P&O committee, stating its tasks and duties. The charter stipulates that the P&O committee shall:
- Evaluate and recommend the compensation of the company's CEO, administer the company's incentive programmes , and provide advice on general compensation and organisation related matters to the board,
- advice the board on the annual report on the compensation of the senior management team and other leading persons, pursuant to applicable rules and regulations,
- advise the CEO on matters relating to other material employment issues in respect of the senior management, and
- endorse the overall limits for the annual salary adjustments for employees, within the budget set by the board.
The P&O committee consisted of Finn Haugan (chair), Mike Fischer, Jon Arnt Jacobsen and Per Magne Bjellvåg. Finn Haugan resigned from his position as a member of the board of directors, effective 1 March 2025.
The P&O committee met formally seven times in 2024. The committee also had frequent contact by telephone and email to provide oversight and approvals of relevant remuneration issues, as well as discussions and recommendations for the board of directors.
The CEO attends the committee meetings, but does not attend all discussions. The committee is satisfied that there has been no conflict of interest, and that no individual was part of a decision that impacted his own remuneration directly. Advisors from Korn Ferry have provided input for benchmark considerations of the company's remuneration policy. The work of the board of directors and the P&O committee during 2024 followed the governance process laid out in the 2024 guideline on remuneration and the following sections illustrate and explain the resulting remuneration paid and awarded as well as the summarising key implementation and decision points.
The role of the board of directors
The guideline on remuneration is drafted by the board's P&O committee and subsequently reviewed and approved by the board. The remuneration shall comply with the guideline on remuneration, the requirements of regulatory and governance bodies, satisfy the expectations of shareholders and remain consistent with the general expectations of the employees in the company. The guidelines are reviewed yearly in the committee and potential amendments are presented to the board for approval, and if relevant presented to the general meeting for approval. The board has established procedures for handling of potential conflicts of interest. Senior management do not serve as board members in the company.
The board may, in special circumstances, temporarily deviate from the guideline on remuneration. The board may deviate from all elements of the guideline on remuneration when deemed necessary in order to safeguard the company's long-term interest and financial sustainability or ensure the company's viability. This may include incorporating additional remuneration elements to attract key senior management functions or reducing/removing remuneration elements if the board considers it appropriate. Should the board decide that such deviation from the guideline on remuneration is necessary, the decision shall be made in a board meeting and the reasons for the deviation shall be included in the minutes of the relevant board meeting.
The board shall decide on salaries and other remuneration of the CEO. The CEO determines salary and other remuneration of other senior management pursuant to the guideline on remuneration. The board, principally through the P&O committee, shall have the overall oversight of the remuneration of the company's senior management. If the CEO believes that a temporary deviation from the guideline on remuneration is necessary for the remuneration of senior management, this should be presented firstly to the P&O committee for consideration and subsequently to the board of directors for approval pursuant to the process described above.
Compliance confirmation
The board of directors hereby confirm that there were no deviations from the guideline on remuneration nor the procedure for implementation in 2024. The guideline on remuneration did not include remuneration of the board of directors, others than the employee elected directors, but based on current practise, information on the entire board of directors is included in this report.
Annual changes of remuneration and the company's results
The table below contains information on the annual change in remuneration of those who were members of the senior management team in 2024 with comparable figures for the four previous years. When calculating the annual change in remuneration of an individual who commenced or retired employment during the reported financial year, the applicable remuneration is annualised to allow for a meaningful comparison.
| Remuneration and company performance amounts in NOK '000 | |||||||
|---|---|---|---|---|---|---|---|
| Annual change, remuneration | RFY-4 vs. RFY-5 |
RFY-3 vs. RFY-4 |
RFY-2 vs. | RFY-3 RFY-1 vs. RFY-2 | RFY vs. RFY-1 | Total annualised remuneration regarding the RFY |
Number of shares 31.12.2024 |
| Erik Haugane, CEO1 | 19 % | 6 % | N/A | N/A | N/A | N/A | NA |
| Svein Jakob Liknes, CEO | N/A | N/A | 39 % | (8) % | 8 % | 9,340 | 200,303 |
| Birte Norheim, CFO | N/A | 24 % | 28 % | (15) % | 7 % | 5,592 | 165,149 |
| Tor Bjerkestrand, SVP operations | (10) % | 12 % | 47 % | (19) % | 3 % | 5,287 | 108,468 |
| Dag Eggan, SVP special projects | 6 % | 11 % | 29 % | (10) % | 4 % | 4,660 | 203,510 |
| Espen Myhra, SVP strategy, business development & commercial | 21 % | 36 % | 32 % | (18) % | 9 % | 4,846 | 251,554 |
| Knut Gjertsen, SVP projects & technology | N/A | 47 % | 32 % | (22) % | 1 % | 5,544 | 182,496 |
| Marit Moen Vik-Langlie, VP legal | N/A | 16 % | 44 % | (24) % | 10 % | 3,302 | 123,409 |
| Kjersti Hovdal, SVP business performance | N/A | N/A | N/A | (16) % | 3 % | 4,383 | 175,700 |
| Børge Nerland, SVP drilling and wells | N/A | N/A | N/A | (3) % | 3 % | 4,538 | 15,361 |
| Ida Ianssen Lundh, SVP subsurface2 | N/A | N/A | N/A | N/A | (5) % | 4,182 | 79,652 |
| Andrew McCann, SVP subsurface3 | 39 % | 15 % | 35 % | (29) % | N/A | N/A | N/A |
1 Erik Haugane was CEO until 31 May 2021 and not part of senior management after this
2 Ida Ianssen Lundh became part of the senior management on 1 September 2023. Annualised amount for 2023 is used as basis for calculation of annual change.
3 Not part of senior management at year end 2023 and 2024
| Company performance | 2019 | 2020 | 2021 | 2022 | 2023 | 2024 |
|---|---|---|---|---|---|---|
| A - Total operating income | 3,019,566 | 1,730,222 | 3,881,873 | 6,652,629 | 8,884,534 | 11,246,097 |
| B - Net profit (loss-) after tax | (70,712) | (603,235) | 603,309 | 669,608 | (935,358) | 383,285 |
| C - Production volume (mmboe) | 6.8 | 5.9 | 5.7 | 6.1 | 9.0 | 14.2 |
| Average total remuneration of employees - full time equivalent |
RFY-4 vs. RFY-5 |
RFY-3 vs. RFY-4 |
RFY-2 vs. | RFY-3 RFY-1 vs. RFY-2 | RFY vs. RFY-1 | |
|---|---|---|---|---|---|---|
| Average change in remuneration for employees excluding senior management | 4.6 % | 2.3 % | 5.8 % | -1.2 % | 8.2 % | |
| 2019 | 2020 | 2021 | 2022 | 2023 | 2024 | |
| Number of employees (full year equivalent) excluding senior management | 195 | 201 | 206 | 249 | 433 | 458 |
| Average total remuneration excluding senior management | 1,659 | 1,736 | 1,776 | 1,879 | 1,857 | 2,008 |
Annual change: The columns RFY vs. RFY-1, RFY-1 vs. RFY-2 etc. represent the preceding financial years over which the comparative information in the table. should be provided. To ensure a meaningful comparison to the previous years reported, remuneration regarding the reported financial year is included in the far-right column of the respective row. The annual change is presented as percentages. Due to the development of the share price in 2022 and the timing of effectuation of the LTI, the change in RFY vs. RFY-1 and RFY-1 vs RFY-2 is more significant than in previous years.
Remuneration of board of directors last five years
The table below contains historical information about fees earned to those who were members of the board last five years. The amounts are not annualised.For presentation purposes, the table is changed from 2022 Report on remuneration of leading persons to display earned remuneration instead of paid remuneration in the year
| All amounts in NOK '000 | 2020 | 2021 | 2022 | 2023 | 2024 | 31.12.2024 | |||||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Name and title | BoD fee | Sub com fee |
Other variable 4 |
Total BoD fee | Sub com fee |
Other variable |
Total BoD fee | Sub com fee |
Other variable5 |
Total BoD fee | Sub com fee |
Other variable5 |
Total BoD fee | Sub com fee |
Other variable |
Total | Number of shares |
||||
| Chaiwath Kovavisarach, chairman of the board |
578 | 0 | 0 | 578 | 580 | 0 | 0 | 580 | 650 | 14 | 252 | 916 | 696 | 0 | 252 | 948 | 893 | 14 | 252 | 1,159 | 5,422 |
| Mike Fischer, vice chair of the board |
384 | 100 | 0 | 484 | 385 | 138 | 0 | 523 | 435 | 139 | 168 | 741 | 468 | 224 | 168 | 860 | 466 | 336 | 168 | 970 28,053 | |
| Rune Olav Pedersen, board member |
384 | 140 | 0 | 524 | 385 | 53 | 0 | 438 | 435 | 148 | 168 | 751 | 460 | 156 | 168 | 784 | 466 | 156 | 168 | 790 28,053 | |
| Nicola Gordon, board member |
377 | 140 | 0 | 517 | 385 | 123 | 0 | 508 | 435 | 115 | 168 | 718 | 468 | 176 | 168 | 812 | 466 | 332 | 168 | 966 28,053 | |
| Finn Haugan, board member |
384 | 140 | 0 | 524 | 385 | 108 | 0 | 493 | 435 | 216 | 168 | 819 | 468 | 249 | 168 | 885 | 466 | 229 | 168 | 863 | 51,588 |
| Phatpuree Chinkulkitnivat, board member |
N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | 318 | 56 | 168 | 542 | 458 | 140 | 168 | 766 | 5,774 |
| Jon Arnt Jacobsen, board member |
N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | 326 | 112 | 168 | 606 | 466 | 210 | 168 | 844 | 8,424 |
| Elizabeth (Liz) Williamson, board member |
N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | 326 | 84 | 168 | 578 | 466 | 294 | 168 | 928 | 0 |
| Ragnhild Aas, board member |
239 | 66 | 0 | 305 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 188 | 32 | 97 | 317 | 279 | 64 | 97 | 440 110,056 | |
| Sverre Nes, board member |
N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | 183 | 56 | 97 | 337 | 279 | 136 | 97 | 512 | 16,496 |
4 The column "Other variable" in 2019 relates to incentive-shares to board members in connection with the Initial Public Offering (IPO) of OKEA
5 The column "Other variable" in 2022 and 2023 relates to an additional compensation, in accordance with the company's general meeting on 12 May 2022 and 11 May 2023, to the board of directors with an obligation to purchase OKEA shares. The shares are subject to a 12-month lock-up period from the date of purchase
| All amounts in NOK '000 | 2020 | 2021 | 2022 | 2023 | 2024 | 31.12.2024 | ||||||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Name and title | BoD fee | Sub com fee |
Other variable |
Total BoD fee | Sub com fee |
Other variable |
Total BoD fee | Sub com fee |
Other variable |
Total BoD fee | Sub com fee |
Other variable |
Total BoD fee | Sub com fee |
Other variable |
Total | Number of shares |
|||||
| Per Magne Bjellvåg, Board member |
N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | 188 | 32 | 97 | 317 | 279 | 56 | 97 | 432 | 33,211 | |
| Harmonie Wiesenberg, deputy member |
N/A | NA | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | |
| Jan Atle Johansen, deputy member |
384 | 100 | 0 | 484 | 275 | 53 | 0 | 345 | 239 | 48 | 97 | 434 | 81 | 16 | 0 | 97 | 0 | 0 | 0 | 0 49,622 | ||
| Gry Anette Haga, deputy member |
N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 6,069 | |
| Paul Murray, board member |
259 | 0 | 0 | 259 | 385 | 75 | 0 | 510 | 435 | 81 | 168 | 760 | 135 | 42 | 0 | 177 | N/A | N/A | N/A | N/A | N/A | |
| Saowapap Sumeksri, board member |
N/A | N/A | N/A | N/A | 258 | 38 | 0 | 320 | 435 | 106 | 168 | 1,010 | 142 | 112 | 0 | 254 | N/A | N/A | N/A | N/A | N/A | |
| Grethe Moen, board member |
N/A | N/A | N/A | N/A | 258 | 63 | 0 | 320 | 435 | 120 | 168 | 757 | 142 | 42 | 0 | 184 | N/A | N/A | N/A | N/A | N/A | |
| John Kristian Larsen, board member |
N/A | N/A | N/A | N/A | 147 | 23 | 0 | 170 | 250 | 62 | 97 | 413 | 81 | 32 | 0 | 113 | N/A | N/A | N/A | N/A | N/A | |
| Anne Lene Rømuld, board member |
384 | 100 | 0 | 484 | 275 | 30 | 0 | 330 | 250 | 63 | 97 | 413 | 81 | 24 | 0 | 105 | N/A | N/A | N/A | N/A | N/A | |
| Jens Arne Megaard, deputy board member |
N/A | N/A | N/A | N/A | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | N/A | N/A | N/A | N/A | N/A | |
| Gro Anita Markussen, deputy board member |
N/A | N/A | N/A | N/A | 0 | 0 | 0 | 0 | 11 | 0 | 0 | 11 | 0 | 0 | 0 | 0 | N/A | N/A | N/A | N/A | N/A | |
| Prisana Praharnkhasuk, board member |
384 | 100 | 0 | 484 | 123 | 0 | 0 | 123 | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |
| Liv Monica Stubholt, board member |
377 | 100 | 0 | 477 | 127 | 0 | 0 | 127 | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |
| Ida Lanssen Lundh, board member |
145 | 34 | 0 | 179 | 127 | 0 | 0 | 127 | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |
| Henrik Shcroder, deputy board member |
125 | 0 | 0 | 125 | N/A | NA | NA | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | N/A | |
| Total | 4,402 | 1,020 | 0 5,422 4,094 | 700 | 0 | 4,591 4,445 | 1,111 | 1,720 7,744 | 4,751 1,444 | 1,719 | 7,915 4,983 | 1,967 | 1,720 8,669 370,821 |
Shareholder vote on guideline
The annual general meeting on 14 May 2024 endorsed the guideline on remuneration of leading persons. No questions were raised.