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NRC Group Remuneration Information 2025
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Remuneration Information
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Remuneration Report
2024
Introduction
Under section 6-16 b of the Public Limited Liability Companies Act, the Board of NRC Group ASA ("NRC Group" or the "Company") is required to draw up an annual report that provides a complete overview of remuneration disbursed and remuneration due to executive personnel covered by the guidelines defined in section 6-16 a.
This remuneration report (the "Report") has been prepared in compliance with the Norwegian Public Limited Liability Companies Act and related regulations.
Information on the work of the Remuneration Committee of NRC Group in 2024 is set out in the Corporate Governance Report, which is available in the annual report 2024.
The Report will be presented for an advisory vote at the Annual General Meeting on 8 May 2025 and is disclosed, once adopted, at the Company's website, www.nrcgroup. com.
PURPOSE
The objective of the Report is to ensure transparency in NRC Group's remuneration policy and the actual remuneration of the executive personnel, and to ensure that the remuneration system is in accordance with NRC Group's results and goals. The definition of executive personnel in this report includes the chief executive officer, the chief financial officer, any other member of the executive management team, and any member of the Board of Directors of the Company.
The combination of fixed and variable compensation arrangements including the senior executive share option scheme has ensured NRC Group's competitiveness as an employer in all of the geographies and domains it operates, enabling us to retain, develop and recruit skilled senior executives with relevant experience and competence. These compensation arrangements have been important for successfully implementing the Group's business strategy, our long-term interests, and to develop our sustainable business practices.
COMPLIANCE WITH THE GUIDELINES
The remuneration guidelines (the "Guidelines") have been fully implemented in 2024. The remuneration to the executive personnel for 2024 is in accordance with the Guidelines; no deviations have been made from the approved principles.
The Board of Directors has for 2024 resolved a discretionary bonus to certain executive personnel which is further described below.
No remuneration has been reclaimed.
The Guidelines and the auditor's assurance report regarding whether the Company has complied with the Guidelines are available on the Company's website, www.nrcgroup.com.
REMUNERATION IN FOREIGN CURRENCY
Remuneration to senior executives is paid or accrued in the currency of the respective subsidiary that owns the employment relationship. In this Report, amounts are presented in Norwegian kroner (NOK), which is both the functional and presentation currency of the parent company. Remuneration in other currencies received during the financial year is translated into NOK using the average exchange rate for the year. Accrued remuneration at the end of the reporting period is translated at the exchange rate in effect on the balance sheet date. Members of the Board receive their fees from the parent company NRC Group ASA in NOK.
Key developments 2024
Overall company development in 2024
| (Amounts in NOK million) | 2024 | 2022 |
|---|---|---|
| Revenue | 6,892 | 6,732 |
| EBITDA | 25 | 316 |
| EBIT adj. | -93 | 121 |
| EBIT adj. (%) | -1.3% | 1.8 % |
| Order intake | 6,606 | 5,632 |
| Order backlog | 7,971 | 6,94 |
| Cash flow from operating activities | 31 | 376 |
| Cash and cash equivalents | 357 | 369 |
| Net interest-bearing debt | 622 | 761 |
| Equity ratio | 37 % | 47 % |
| Employees | 1,780 | 1,853 |
For more information about the general performance of the Company during the financial year, please see the CEO's letter and the Board of Director's report in the annual report 2024.
Remuneration of the Board of Directors
The Directors' fees shall be decided by the General Meeting. This decision will be based on the Nomination Committee's recommendation.
Table 1A sets out the total remuneration paid to each board member during 2024.
| Table 1A - Remuneration paid to the Board of Directors in the reported financial year | |||||
|---|---|---|---|---|---|
| -- | --------------------------------------------------------------------------------------- | -- | -- | -- | -- |
| Name, position |
Period | Financial year |
1 Fixed remuneration - Fees |
2 Variable remuneration |
3 Total remuneration |
4 Proportion of fixed and variable remuneration |
|
|---|---|---|---|---|---|---|---|
| Rolf Jansson, | 2024 | 770 000 | 0 | 770 000 | 100 % | 0 % | |
| Chair of the BoD | Nov 2018 - | 2023 | 700 000 | 0 | 700 000 | 100 % | 0 % |
| Mats Williamson, | 2024 | 453 000 | 114 000 | 567 000 | 80 % | 20 % | |
| Board member | Jul 2018 - | 2023 | 415 000 | 225 000 | 640 000 | 65 % | 35 % |
| Tove Elisabeth Pet tersen, Board member |
May 2020 - | 2024 | 453 000 | 0 | 453 000 | 100 % | 0 % |
| 2023 | 415 000 | 0 | 415 000 | 100 % | 0 % | ||
| Eva Nygren, Board member |
Nov 2018 - | 2024 | 390 000 | 0 | 390 000 | 100 % | 0 % |
| 2023 | 355 000 | 0 | 355 000 | 100 % | 0 % | ||
| Outi Henriksson, Board member |
2024 | 422 000 | 0 | 422 000 | 100 % | 0 % | |
| May 2021 - | 2023 | 385 000 | 0 | 385 000 | 100 % | 0 % | |
| Heikki Allonen, Board member |
May 2021 - | 2024 | 422 000 | 0 | 422 000 | 100 % | 0 % |
| 2023 | 385 000 | 0 | 385 000 | 100 % | 0 % | ||
| Karin Bing Orgland, | May 2022 - | 2024 | 453 000 | 0 | 453 000 | 100 % | 0 % |
| Board Member | 2023 | 385 000 | 0 | 385 000 | 100 % | 0 % |
The remuneration for 2024 is based on the general assembly approved remuneration for 2023 which amounts to NOK 735,000 for the chair and NOK 367,500 for the members. Additional remuneration for the audit committee is NOK 94,500 for the chair and 63,000 for members, for the HR committee NOK 52,500 for the chair and 31,500 for members and for the project committee NOK 94,500 for the chair and 63,000 for the members. The estimated remuneration for 2024 reflects an expected increase from the remuneration for 2023 and will be subject to approval at the general assembly for the financial year 2024. The board members have not received variable remuneration in
2024, others than those specified below. No other benefits were granted or awarded or due, but not yet materialised, during the reported financial year.
NRC Group ASA may have agreements with Board members for consultancy services related to certain internal projects such as acquisitions and management recruitment. The agreements are based on hourly rates and are carried out on arm's length terms. Currently, there exists one agreement with Mats Williamson. Total expense amounted to NOK 114,000 for 2024 (2023: NOK 225,000) based on hourly rates of SEK 1,500.
Remuneration of the management
The Guidelines enable the Company to offer senior executives a competitive remuneration. Under the Guidelines, the remuneration shall be on market terms, competitive, and reflect the performance and responsibilities of individual senior executives. The remuneration may consist of fixed cash salary, variable cash salary, pension benefits, participation in the share option incentive programme, and the employee share programme.
The fixed cash salary shall be the main element in the overall remuneration and shall take into account the scope and responsibility associated with the position, as well as the skills, experience, and performance of each senior executive.
The performance measures for the senior executives' variable remuneration have been selected to deliver the Company's business strategy and to encourage behaviour that is in the long-term interest of the Company. In the selection of performance measures, the strategic objectives, sustainability, and long-term interest have been taken into account. None of the senior executives receives remuneration from other enterprises in the NRC Group than the entity they are employed in.
Table 1B and 1C set out total remuneration to NRC Group's CEO and other senior executives during 2024. Table 1B contains each individual director's total remuneration excluding accrued bonus expenses to be paid in 2025, split out by component. Furthermore, the table presents the relative proportion of fixed and variable remuneration. In addition to the directors who have performed their mandate during the reported financial year, information regarding former directors, to the extent remuneration was awarded or due during the reported financial year, is provided.
Explanatory notes regarding Table 1B
| Base Salary | Fixed base salary paid or due to senior executives, in exchange for professional services to serve their mandate in respect to the reported financial year. |
|---|---|
| Fringe benefits | Value of any benefits and perquisites awarded or due to the senior executive in respect to the reported financial year. For the current financial year, the main fringe benefits are related to car allowances, telephone, medical and other minor benefits 'in natura'. |
| One-year variable | Total value of annual bonus paid in cash to the senior executive as a result of the fulfilment of the predetermined performance criteria, where the time span does not exceed one year. |
| Multi-year variable | Total value of annual bonus due to the senior executive as a result of the fulfilment of the predetermined performance criteria, where the time span exceeds one year. For all senior executives, reported values solely concern share option expenses which are allocated over the service period assumed in the option programme. For more information regarding share-based payments, see note 7 in the annual report 2023. |
| Extraordinary items | Any other non-recurring remuneration, whether in cash or in other form, such as sign-on fees, retention bonus, redundancy payments and indemnity for non-competition or severance payments. |
| Pension expense | Senior executives are covered by the defined contribution pension plans in Norway, Sweden, and Finland, respectively. Pension expenses are the contributions that took place under the reported financial year to finance a fund for future pension pay-out for the senior executive. For more information regarding pensions, see note 18 in the annual report 2023. |
| Notice period | Period of time between the receipt of the letter of dismissal and the end of the last working day. Additionally, presented information includes any non compete periods subsequent to the ordinary notice period, during which the senior executives will receive the basic salary and other remuneration and participate in the Group pension plan. |
| Accrued variable remuneration | Bonus expenses that were granted or awarded, but not yet materialised, during the reported financial year. |
Table 1B - Remuneration of senior executives for the reported financial year
| Name, position |
Period | Financial year |
1 Fixed remuneration |
2 Variable remuneration |
3 Extraordinary items |
4 Pension ex pense |
5 Total remuneration |
6 Proportion of fixed and variable remuneration |
7 Remuneration by component |
8 Notice period |
|||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Base salary | Fringe benefits | One-year variable |
Multi-year variable |
Fixed | Variable | ||||||||
| Anders Gustafsson, | 2024 | 5 246 000 | 36 000 | 0 | 21 000 | 0 | 655 000 | 5 958 000 | 100 % | 0 % | |||
| CEO | 1 Oct 2023 – | 2023 | 1 437 000 | 7 000 | 0 | 0 | 0 | 390 000 | 1 834 000 | 100 % | 0 % | NRC Group ASA | 6 months |
| Åsgeir Nord, CFO |
1 Aug 2024 - | 2024 | 1 042 000 | 18 000 | 0 | 3 000 | 0 | 85 000 | 1 148 000 | 100 % | 0 % | NRC Group ASA | 6 months |
| Ole Anton Gulsvik, CFO |
1 Mar 2022 - | 2024 | 2 496 000 | 10 000 | 692 000 | 0 | 0 | 137 000 | 3 335 000 | 79 % | 21 % | NRC Group ASA | 6 months |
| 31 Jul 2024 | 2023 | 2 971 000 | 30 000 | 478 000 | 168 000 | 700 000* | 196 000 | 4 543 000 | 70 % | 30 % | |||
| Arild Moe, | 9 Nov 2020 - 30 Apr | 2024 | 3 195 000 | 14 000 | 734 000 | 0 | 0 | 124 000 | 4 067 000** | 82 % | 18 % | NRC Norge AS 12 months |
|
| EVP & MD NRC Group Norway | 2024 | 2023 | 2 912 000 | 24 000 | 980 000 | 145 000 | 0 | 113 000 | 4 104 000 | 73 % | 27 % | ||
| Harri Lukkarinen, | 2024 | 3 926 000 | 0 | 41 000 | 125 000 | 0 | 337 000 | 4 429 000 | 96 % | 4 % | NRC Holding Finland Oy |
||
| EVP & MD NRC Group Finland | 7 Jan 2019 – | 2023 | 3 521 000 | 0 | 920 000 | 164 000 | 0 | 384 000 | 4 989 000 | 78 % | 22 % | 12 months | |
| Tomas Johansson, EVP & MD NRC Group Sweden |
1 sep 2024 - | 2024 | 956 000 | 80 000 | 3 000 | 0 | 150 000 | 1 189 000 | 100 % | 0 % | NRC Group Sverige AB | 6 months | |
| Lene Engebretsen, EVP & Head | 2024 | 1 933 000 | 10 000 | 668 000 | 67 000 | 0 | 209 000 | 2 887 000 | 75 % | 25 % | 9 months | ||
| of Strategy, Sustainability and Communications |
1 May 2020 – | 2023 | 1 642 000 | 14 000 | 269 000 | 82 000 | 0 | 195 000 | 2 202 000 | 84 % | 16 % | NRC Group ASA | |
| Marianne Ulland Kellmer, EVP | 2024 | 1 923 000 | 26 000 | 512 000 | 26 000 | 0 | 207 000 | 2 694 000 | 80 % | 20 % | |||
| & Head of People, Culture and Digitalisation |
1 aug 2022 – | 2023 | 1 510 000 | 14 000 | 245 000 | 8 000 | 0 | 193 000 | 1 970 000 | 87 % | 13 % | NRC Group ASA | 3 months |
* Additional compensation for his period as acting CEO of NRC Group ASA and CFO of NRC Group Sweden.
** Includes payment of base salary in connection with termination agreement.
In addition to paid bonuses as shown in table 1B, senior executives are awarded cash bonuses for 2024 to be paid in 2025. The accrued variable cash bonus is based on financial results and the achievement of certain qualitative goals, including key performance indicators both for the Group's overall performance as well as local segment and individual performance. The bonuses have been evaluated and approved by the Board of Directors for the CEO and by the HR Committee for other senior executives. The Board believes that a performance-based bonus agreement for executive personnel had a motivational effect and therefore is beneficial for the Group and its shareholders in order to reach the financial results and the overall performance of the Group.
| Name, position | Performance criterion | Relative weigth |
Measured performance |
Actual award |
Awarded in % of base salary |
|---|---|---|---|---|---|
| Anders Gustafsson, CEO |
Financial targets Group | 80% | 0% | 0 | |
| Strategic targets Group | 20% | 0% | 0 | 10% | |
| Discretionary targets Group* | NA* | NA* | 500 000 | ||
| Åsgeir Nord, CFO |
Financial targets Group | 70% | 0% | 0 | |
| Strategic targets Group | 30% | 0% | 0 | 10% | |
| Discretionary targets Group* | NA* | NA* | 250 000 |
Table 1C – Accrued short-term bonus remuneration in the reported financial year
*The Board of Directors decided to award a discretionary bonus to recognise the performance of certain employees in the Group management, which serve the Company's long-term interest.
Share-based long-term incentive remuneration
Since 2016, the annual general meeting has resolved each year that options may be awarded to the senior executives. Options may be granted based on achievements of specific financial goals and some other criteria determined by the Board of Directors.
Senior executives are awarded share options based on financial and non-financial achievements, granted by the board upon their approval of the annual accounts. The weighted average fair value of options granted in 2024 was NOK 1.38 each. The share option expense is allocated over the service period assumed in the option program. For further information see note 7 in the Annual accounts. Table 2 includes the key elements and events throughout the reported financial year regarding the different sharebased remuneration plans per senior executive.
Explanatory notes regarding Table 2
| Specification of plan | Specification of each share option plan in a way that allows identification of those plans. |
|---|---|
| Performance period | Period of time during which the performance goals must be met in order to determine the degree of vesting with respect to the share option. |
| Grant date | The date share options are given to the recipient. |
| Vesting period | The date the directors can exercise the options according to the terms of the share option plan. |
| Expiration date | Point of time the senior executive must decide whether to exercise or let the share option expire. |
| Strike price | Strike prices of the shares that each respective issuance of share options entitle to in consistency with the terms of the applicable plan. |
| Opening balance | Number of share options or shares held at the beginning of the reported financial year. |
| Share options awarded | Number of shares that have been awarded on the grant date under each applicable share option plan during the reported financial year. |
| Vested share options | Number of share options that have been vested in the vesting period (as presented in column 4) during the reported financial year. |
| Exercised share options | Number of share options used during the reported financial year to purchase NRC's common stock at the strike price of the share as presented in column 6, regardless of the stock's price at the time the senior executive exercises the option. |
| Cancelled share option | Number of share options cancelled due to the share option's terms and agreements no longer being valid. |
| Share options subject to a performance condition |
Number of share options still subject to a performance condition. |
| Exercisable share options | Number of share options that have been awarded on a grant date as presented in column 3 during the reported or previous financial years and which are vested at the end of the reported financial year. |
Table 2 - Granted options to senior executives for the reported financial year
| Information regarding the current financial year | ||||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Main terms for the option plan | Opening During the year balance |
Closing balance |
||||||||||||
| Name, position | 1 Specification of plan |
2 Performance period |
3 Grant date |
4 Vesting period |
5 Expiration date |
6 Strike price of the share in NOK |
7 Share options awarded at the beginning of the year |
8 Share options awarded |
9 Vested share options |
10 Expired share options |
11 Exercised share options |
12 Canceled share options |
13 Share options subject to a performance condition |
14 Exercisable Share options |
| Anders Gustafsson, | Agreement 2023 | 36 months | 02.04.2024 | 1/3 per year | 02.04.2027 | 11,42 | 0 | 10 000 | 3 333 | 0 | 0 | 0 | 6 667 | 3 333 |
| CEO | Agreement 2024 | 36 months | 19.11.2024 | 3 years | 31.12.2028 | 3,46 | 0 | 100 000 | 0 | 0 | 0 | 0 | 100 000 | 0 |
| Åsgeir Nord, CFO |
Agreement 2024 | 36 months | 19.11.2024 | 3 years | 31.12.2028 | 3,46 | 0 | 50 000 | 0 | 0 | 0 | 0 | 50 000 | 0 |
| Ole Anton Gulsvik, | Agreement 2021 | 36 months | 16.03.2022 | 1/3 per year | 16.03.2025 | 20,04 | 75 000 | 0 | 25 000 | 0 | 0 | 75 000 | 0 | 0 |
| CFO | Agreement 2022 | 36 months | 20.03.2023 | 1/3 per year | 20.03.2026 | 20,04 | 15 000 | 0 | 5 000 | 0 | 0 | 15 000 | 0 | 0 |
| Agreement 2020 | 36 months | 15.03.2021 | 1/3 per year | 15.03.2024 | 27,87 | 42 000 | 0 | 14 000 | 42 000 | 0 | 0 | 0 | 0 | |
| Agreement 2021 | 36 months | 16.03.2022 | 1/3 per year | 16.03.2025 | 17,7 | 66 000 | 0 | 22 000 | 0 | 0 | 0 | 0 | 66 000 | |
| Harri Lukkarinen, EVP & MD NRC Group Finland |
Agreement 2022 | 36 months | 20.03.2023 | 1/3 per year | 20.03.2026 | 20,04 | 42 000 | 0 | 14 000 | 0 | 0 | 0 | 14 000 | 28 000 |
| Agreement 2023 | 36 months | 02.04.2024 | 1/3 per year | 02.04.2027 | 11,42 | 0 | 15 000 | 5 000 | 0 | 0 | 0 | 10 000 | 5 000 | |
| Agreement 2024 | 36 months | 19.11.2024 | 3 years | 31.12.2028 | 3,46 | 0 | 50 000 | 0 | 0 | 0 | 0 | 50 000 | 0 | |
| Lene Engebretsen, EVP & Head of Strategy, Sustainability and Communications |
Agreement 2020 | 36 months | 15.03.2021 | 1/3 per year | 15.03.2024 | 27,87 | 6 000 | 0 | 0 | 6 000 | 0 | 0 | 0 | 0 |
| Agreement 2021 | 36 months | 16.03.2022 | 1/3 per year | 16.03.2025 | 17,7 | 35 000 | 0 | 11 667 | 0 | 0 | 0 | 0 | 35 000 | |
| Agreement 2022 | 36 months | 20.03.2023 | 1/3 per year | 20.03.2026 | 20,04 | 10 000 | 0 | 3 333 | 0 | 0 | 0 | 3 333 | 6 667 | |
| Agreement 2023 | 36 months | 02.04.2024 | 1/3 per year | 02.04.2027 | 11,42 | 0 | 10 000 | 3 333 | 0 | 0 | 0 | 6 667 | 3 333 | |
| Agreement 2024 | 36 months | 19.11.2024 | 3 years | 31.12.2028 | 3,46 | 0 | 50 000 | 0 | 0 | 0 | 0 | 50 000 | 0 | |
| Agreement 2021 | 36 months | 16.03.2022 | 1/3 per year | 16.03.2025 | 17,7 | 57 000 | 0 | 19 000 | 0 | 0 | 57 000 | 0 | 0 | |
| Arild Ingar Moe, EVP & MD NRC Group Norway |
Agreement 2022 | 36 months | 20.03.2023 | 1/3 per year | 20.03.2026 | 20,04 | 39 000 | 0 | 13 000 | 0 | 0 | 39 000 | 0 | 0 |
| Agreement 2023 | 36 months | 02.04.2024 | 1/3 per year | 02.04.2027 | 11,42 | 0 | 15 000 | 5 000 | 0 | 0 | 15 000 | 0 | 0 | |
| Marianne Kellmer, EVP & Head of People, Culture and Digitalisation |
Agreement 2022 | 36 months | 20.03.2023 | 1/3 per year | 20.03.2026 | 20,04 | 4 000 | 0 | 1 333 | 0 | 0 | 0 | 1 334 | 2 666 |
| Agreement 2023 | 36 months | 02.04.2024 | 1/3 per year | 02.04.2027 | 11,42 | 0 | 10 000 | 3 333 | 0 | 0 | 0 | 6 667 | 3 333 | |
| Agreement 2024 | 36 months | 19.11.2024 | 3 years | 31.12.2028 | 3,46 | 0 | 50 000 | 0 | 0 | 0 | 0 | 50 000 | 0 | |
| 551 000 | 390 000 | 211 666 | 48 000 | 0 | 391 000 | 348 667 | 153 333 |
Comparative information on the change of remuneration and company performance
A summary of the development in the executive remuneration, the Company's performance, and average remuneration on a full-time equivalent basis of employees of the company other than senior executives, over the five most recent financial years is shown in the table 3 below.
Senior executives' remuneration and directors' fees presented in table 3 concern all senior executives who performed their mandate under the reported financial year. The amounts to be compared are the total amounts of remuneration presented in column 3 in table 1A and column 5 in table 1B respectively.
For calculating the annual change of remuneration for a senior executive whose mandate began or ended during the reported financial year, the respective remuneration has not been annualised. Necessary information on the employment period can be retrieved from tables 1A and 1B.
When calculating the average remuneration on a full-time equivalent basis of employees of the company other than senior executives, NRC Group included employees of the entire group of companies. Average remuneration is calculated by dividing consolidated salary and pension expenses which are reduced with the total remuneration paid to the senior executives, by the full time equivalent of the Group's employees other than the full time equivalent for the Group's senior executives.
Table 3 – Comparative information on the change of remuneration and company performance over the last five reporting financial years
| 2020 | 2021 | 2022 | 2023 | 2024 | |
|---|---|---|---|---|---|
| Directors' remuneration | |||||
| Anders Gustafsson, CEO | 1 834 000 | 5 958 000 | |||
| % change | 225 % | ||||
| Åsgeir Nord, CFO | 1 148 000 | ||||
| % change | |||||
| Ole Anton Gulsvik, CFO | 3 261 000 | 4 543 321 | 3 335 000 | ||
| % change | 39 % | -27 % | |||
| Arild Moe, EVP & MD NRC Group Norway |
380 000 | 2 691 000 | 3 337 611 | 4 104 000 | 4 066 311 |
| % change | 608 % | 24 % | 23 % | -1 % | |
| Harri Lukkarinen, EVP & MD NRC Group Finland |
3 410 000 | 4 063 000 | 5 226 806 | 4 989 000 | 4 428 856 |
| % change | 19 % | 29 % | -5 % | -11 % | |
| Tomas Johansson, EVP & MD NRC Group Sweden |
1 189 000 | ||||
| % change | |||||
| Lene Engebretsen, EVP & Head of Strategy, Sustainability and Communications |
1 372 000 | 1 735 000 | 2 150 000 | 2 202 000 | 2 887 000 |
| % change | 26 % | 24 % | 2 % | 31 % | |
| Marianne Ulland Kellmer, EVP & Head of People, Culture and Digitalisation |
0 | 0 | 709 575 | 1 969 792 | 2 694 000 |
| % change | 178 % | 37 % | |||
| FTE Executive personnel | 7 | 8 | 8 | 7 | 6 |
| Board of Directors remuneration | |||||
| Rolf Jansson, Chair of the BoD | 350 000 | 425 000 | 640 000 | 700 000 | 770 000 |
| % change | 21 % | 51 % | 9 % | 10 % | |
| Mats Williamson, Board member | 350 000 | 350 000 | 375 000 | 415 000 | 453 000 |
| % change | 0 % | 7 % | 11 % | 9 % | |
| Tove Elisabeth Pettersen, Board member | 75 000 | 350 000 | 375 000 | 415 000 | 453 000 |
| % change | 367 % | 7 % | 11 % | 9 % | |
| Eva Nygren, Board member | 300 000 | 325 000 | 325 000 | 355 000 | 390 000 |
| % change | 8 % | 0 % | 9 % | 10 % | |
| Outi Henriksson, Board member | 75 000 | 350 000 | 385 000 | 422 000 | |
| % change | 367 % | 10 % | 10 % | ||
| Heikki Allonen, Board member | 75 000 | 350 000 | 385 000 | 422 000 | |
| % change | 367 % | 10 % | 10 % | ||
| Karin Bing Orgland, Board Member | 75 000 | 385 000 | 453 000 | ||
| % change | 413 % | 18 % |
| 2020 | 2021 | 2022 | 2023 | 2024 | |
|---|---|---|---|---|---|
| Company performance | |||||
| Net profit for the year - NRC Group | -61,000,000 | -27,000,000 | -364,000,000 | 37,000,000 | -1,000,000,000 |
| % change | 56 % | -1248 % | 110 % | -2803 % | |
| Average remuneration on a full-time equivalent basis of employees |
|||||
| Based on FTE - Employees of the Group | 689 686 | 703 706 | 739 100 | 834 659 | 905 133 |
| % change | 2 % | 5 % | 13 % | 8 % |
The Board of Directors of NRC Group ASA
Lysaker, 8 April 2025
| Rolf Jansson | Outi Henriksson |
|---|---|
| Chairman of the Board | Board member |
| Mats Williamson | Heikki Allonen |
| Board member | Board member |
| Eva Nygren | Karin Bing Orgland |
| Board member | Board member |
| Tove Elisabeth Pettersen | Anders Gustafsson |
| Board member | CEO NRC Group ASA |
