Pursuant to the Board Rules, the RNGC, which is required to meet at least four times a year, consults with the CEO with respect to proposals for the appointment of the members of the Executive Committee and makes recommendations to the Board of Directors regarding the appointment of the Secretary to the Board of Directors.
The RNGC also makes recommendations to the Board of Directors regarding succession planning at Board, Executive Committee and Senior Management levels, remuneration strategies and long-term remuneration plans. Furthermore, the Committee decides on the service contracts and other contractual matters in relation to the Members of the Board of Directors and the Executive Committee.
In addition, the RNGC reviews top talents, discusses measures to improve engagement and to promote diversity, reviews the remuneration of the Executive Committee members, the Long Term Incentive Plans (LTIP), and the variable pay.
Finally, the RNGC performs regular evaluations of the Company’s corporate governance and makes proposals for changes to the Board Rules or the Articles of Association.
The guiding principle governing management appointments within Airbus is that the best candidate should be appointed to the position (“best person for the job”), while at the same time seeking to achieve a balanced composition with respect to gender, experience, national origin etc. The implementation of these principles should, however, not create any restrictions on the diversity within the Company’s executive management team.
The Chairman of the Board of Directors and the Chief Executive Officer are invited to attend meetings of the RNGC. The Chief Human Resources Officer Airbus is requested to attend meetings to present management proposals and to answer questions.