Overview of key compensation and benefits components for group ec members and other employees
Swiss Re aims for total compensation that is competitive in the market. Swiss Re also seeks to ensure that total compensation is well balanced in terms of fixed versus variable compensation and in terms of short-term versus long-term incentives.
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Fixed compensation |
Variable compensation |
Participation plans |
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(short-term) |
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(long-term) |
(long-term) |
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Base salary |
Benefits |
Cash API |
VAI (deferred API) |
LPP |
GSPP |
ISP*** |
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Eligibility |
All employees |
All |
All employees |
Employees with an API at or above USD 100 000 |
Group EC members and other key employees |
All employees |
All employees |
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Purpose |
Attract and retain |
Risk protection, market competitiveness, connection to Swiss Re values |
Pay for performance |
Pay for sustained performance |
Alignment with future performance and shareholders |
Alignment to shareholders |
Alignment to shareholders |
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Plan duration |
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3 years |
5 years for Group EC members and other key executives* and 3 years for remaining participants |
3 years |
1 year |
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Drivers |
Role and experience |
Market |
Business and individual performance |
Business performance |
Business performance |
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Settlement |
Cash (immediate) |
Pension, insurances, cash |
Cash and/or shares (under the ISP***) |
Cash (deferred) |
Shares |
Shares |
Shares |
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Performance KPIs |
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Business and individual performance |
Measurement of the economic impact of profit/loss from previous years’ business |
ROE |
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Performance period |
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1 year |
3 years |
3 years |
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Payout range |
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0 to 2 × TAPI |
50% to 150% of deferred API |
RSUs: 0% to 100% |
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Share price impact |
No |
No |
No |
No |
Yes |
Yes |
Yes |
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Forfeiture rules |
No |
In certain plans |
Yes |
Yes |
Yes |
Yes |
No |
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Clawback rules |
No |
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Yes |
Yes |
Yes |
No |
No |
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