Crucell has chosen to share the advantages of the Company’s growth with our people and to establish clear links between company and individual performance. At the heart of our approach is the Crucell Performance Management System (CPMS).

CPMS is first and foremost a management tool that encourages employee and manager to have a set of constructive discussions on annual targets – in terms of competencies and individual contribution to functional and company objectives - performance and development needs and solutions.

CPMS, however, provides also a robust framework for remuneration decisions concerning annual salary increases, bonuses and stock options, aimed at rewarding high performing teams and individuals.

Crucell offers a remuneration package that targets the median of the market but rewards high performances above this level, through the use of bonuses and stock options.

In order to maintain the competitiveness of our remuneration package we benchmark our policy and practices against the relevant markets on an ongoing basis.

At Crucell positions are described both in terms of their content and related set of skills and competencies. The content of the position drives the base salary. The assessment of the applied skills and competencies has a strong impact on the base salary increases. This assessment is carried out on an annual basis.

All managerial positions and a number of non-managerial positions are eligible to bonuses.

Bonuses are directly linked with the achievement of company and individual objectives, as assessed through CPMS.

Crucell’s bonus scheme is designed to reward high performing teams and individuals.

Everybody in Crucell is potentially eligible to receiving stock options, according to the conditions and rules of the Company’s Long Term Incentive scheme.

CPMS provides input into allocation decisions concerning stock options through its overall assessment of the employee’s annual performance. Also this part of the remuneration package is, therefore, designed to be transparent and performance-driven.

Crucell is present in a number of countries. Clearly, local employment conditions may alter or add to the above remuneration principles. Whatever the local conditions, however, Crucell’s remuneration philosophy remains the same: to provide a competitive, performance-driven remuneration package that allows us to attract and retain the people who will deliver the Company’s strategy and share with Crucell the fruits of growth.

Crucell provides a number of benefits for the employee and his/her family to complement the remuneration package on offer.

At Crucell we manage benefits on a country-by-country basis, with the common aim to structure an offer that is competitive with the local market conditions.

Important note:

The above information is subject to change at the discretion of Crucell.