Long-term Climate Strategy and Financial Performance
Long-term variable remuneration1
130% of the base amount is assigned in Enel shares²
Macro objective
Performance
Objective
TSR5
Weight³
Target
(130%)4
50%
Enel's TSR
= 100% of
Index's TSR
Over I
(150%)
Enel's TSR
= 110% of
Index's TSR
Over II
(280%)4
Enel's TSR
≥ 115% of
Index's TSR
enel
Type of target
Market
Profitability
Cumulative ROIC -
WACC6
30%
= 11.9%
= 12.2%
≥ 12.5%
Economic
Climate
Change
GHG Scope 1
=
140
= 137
10%
emissions reduction?
gCO2eq/kWheq
gCO2eq/kWheq
≤135
gCO2eq/kWheq
ESG
Gender Gap
% of women in top mgmt
succession plans
10%
= 45%
= 47%
≥ 50%
1. Long-Term Incentive (LTI) Plan 2022. Performance period: January 1, 2022 - December 31, 2024.
30% payment (if any) in the 4th year. 70% payment (if any) in the 5th year (deferred payment)
For the CEO/General Manager. 65% for the other beneficiaries of the LTI Plan 2022 (c.300
managers)
2.
The number of Enel shares to be assigned is determined on the basis of the arithmetical mean of
Enel's daily VWAP in the three-months period preceding the beginning of the performance period
3. (%) Weight in the variable remuneration for the CEO/General Manager
100% at Target and 180% at Over II for the other beneficiaries of the LTI Plan 2022
Average TSR Enel compared to average TSR EUROSTOXX Utilities Index-EMU,
calculated in the 3-year period 2022-2024
4.
5.
6.
For the 3-year period 2022-2024
7.
8.
GHG Scope 1 emissions per kWh equivalent produced by the Group in 2024
At the end of 2024
ESG
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