Feike Sijbesma, Member of the Board since July 2000; Chairman since May 2007.
DSM's Managing Board
Setting and achieving our goals
The Managing Board consists of three or more members to be determined by the Supervisory Board. Since 2005, members of the Managing Board have been appointed for a maximum period of four years.
The members of the Managing Board are collectively responsible for the management of the company. Notwithstanding their collective responsibility within the Managing Board, certain tasks and responsibilities for business clusters, functional areas and regional responsibilities have been assigned to individual members.
The remuneration of the members of the Managing Board is determined by the Supervisory Board based on the remuneration policy approved by the General Meeting of Shareholders.
The functioning of and decision-making within the Managing Board are governed by the Regulations of the Managing Board, which have been drawn up in line with the Dutch Corporate Governance Code and can be found below.
DSM operates in a competitive international industry and so closely monitors industry and company-specific international developments with respect to its Managing Board remuneration. Regarding Supervisory Board remuneration, DSM adheres to the principles of good corporate governance.
Remuneration Managing Board in 2018
Full details of the remuneration paid to DSM's Managing Board can be found in the Remuneration Policy.
The objective of DSM's Remuneration policy is to attract, reward and retain qualified leaders, improving company performance and enhancing a purpose led, long-term value creation over multiple dimensions (People, Planet and Profit; societally, environmentally, economically), while acknowledging the societal context around remuneration and recognizing the interests of all DSM's stakeholders.
The following elements are taken into consideration:
- Where the emphasis is on long-term value creation and on balancing the interests of all stakeholders, the remuneration policy supports both short- and long-term business objectives. DSM aims to continuously improve business results and to deliver on sustainability aspirations, maintaining a balance between economic gain, respect for people and concern for the environment, in line with DSM’s purpose and strategy.
- To ensure that qualified senior leaders can be attracted, DSM’s rewards practices must be competitive compared to those of other (Dutch and European) multinational companies, similar in size, international scope and complexity.
- The principles underlying the remuneration policies for the Managing Board, the Executive Committee and other senior executives of DSM are aligned. In this respect DSM strives for internal consistency in remuneration in the main markets of operation. In establishing this policy, the Company’s other remuneration programs have been taken into account, amongst others by ensuring consistency within the salary structure, the design of incentive plans and guidelines for salary increases for all employees.
- The policy design takes into account statutory and other legal provisions (amongst others the implementation of European Directives and the Dutch Corporate Governance Code).