Remuneration Policy

Details on the current remuneration policy of Deutsche Investment Kapitalverwaltungsgesellschaft mbH

Deutsche Investment is subject to statutory supervisory guidelines with respect to the structuring of its remuneration system and has issued a remuneration system for its executives and staff that is laid down in a Remuneration Policy. The Remuneration Policy is intended to ensure appropriate competitive remuneration for services for the executives and staff, and effective performance incentives are set. Disincentives for taking disproportionate risks that are not compatible with the risk profile or investment conditions are to be avoided.

Basic principles

The remuneration system of Deutsche Investment covers fixed and variable remuneration elements as well as monetary and non-monetary fringe benefits. Laying down ranges and guide values for the total target remuneration ensures that there is no significant dependency on the variable remuneration and that there is an appropriate proportion of variable to fixed remuneration. The applicable ranges and guide values vary depending on the level of remuneration and are regularly checked for their customary practice and appropriateness in the market. Over and above that, standard maximum ceilings apply to the various staff (groups) for the total amount of the variable remuneration.

Identification and differentiation regarding risk bearers and non-risk bearers

Under this, the remuneration system of Deutsche Investment differentiates between whether the respective member of staff is a risk-bearer or non-risk bearer. The company identifies the risk bearers by means of the principles in section 37 (1) KAGB (German Capital Investment Code) and in clauses 19 to 22 ESMA remuneration guidelines. As a result of this identification, the following staff (groups) are classified as risk-bearers:

  • Senior Managers
  • Authorised signatories and fully authorised representatives of the company
  • Managers and – not only support – staff of the Sales Division
  • Managers and – not only support – staff of the Investment Management Division
  • Managers and – not only support – staff of the Fund and Asset Management Division
  • Managers and – not only support – staff of the Risk Management Division
  • Managers and – not only support – staff of the administration (staff positions and cross departmental function), particularly the functions of Law, Organisation, HR, Internal Audit and Compliance

On any change to the job descriptions, new job creations and changes to the statutory guidelines, Deutsche Investment will carry out reclassification of the staff as risk-bearers or non-risk bearers in any case at least once a year.

Remuneration of non-risk-bearers and risk-bearers

Non-risk bearers receive the following remuneration components: 

  • an appropriate fixed basic salary and
  • a variable salary which must not exceed 30% of the minimum fixed remuneration laid down by Deutsche Investment for this staff group; this variable remuneration is not subject to ex-post risk adjustment and is paid out immediately.

 

Risk bearers receive the following remuneration components: 

  • an appropriate fixed basic salary and
  • a variable remuneration which for members of staff must not exceed 50%, for managers and authorised signatories 75%, for fully authorised representatives 110% and for senior executives 200% of the minimum remuneration laid down by Deutsche Investment for the respective staff group; 60% of the variable remuneration is paid immediately, the remaining 40% is paid in arrears in three equal annual instalments and is subject to an ex post risk adjustment.

Details regarding the variable remuneration

The variable remuneration is based overall on a valuation both of the performance and results of the member of staff in question, his/her department and Deutsche Investment and also of the risk associated with the respective activity.

The variable remuneration is determined by means of the success and target achievement in a one-year accrual period. The variable remuneration is laid down for each accrual period directly following this one.

The current variable remunerations of the members of staff are awarded by the heads of department together with the senior management, those of the heads of department by the senior management and those of the senior management by resolution of the Supervisory Board.

The following only applies to risk-bearers: The first 60% of the variable remuneration is paid as bonus payment on account directly following the accrual period. The payment of the other retained 40% of the variable remuneration is made in principle in arrears in three instalments of equal amounts and at intervals of one year each, an ex post risk adjustment being able to be made regarding the deferred instalments if within this period on determination of the variable remuneration risks not identified are realised. These ex post risk adjustments normally only take place to a limited degree, in the event of demonstrated serious misconduct of the member of staff or a sharp decline, significant with regard to the pay-out of the variable proportion of the remuneration in question, in the financial performance of the company or of the investment assets managed by it.

The variable remunerations are paid in cash; Deutsche Investment pays no variable remunerations in the form of instruments.

Remuneration Committee

Using principles of proportionality, Deutsche Investment has refrained from setting up its own remuneration committee.

Checking the remuneration system

Checking the remuneration system for appropriateness and compliance with all statutory regulations takes place as the need arises but at least once a year by Deutsche Investment reporting to the Supervisory Board.