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This document outlines the remuneration policy for the Board of Directors of EDP Renováveis S.A. for the years 2023 to 2025, detailing the principles, structure, and applicable components of the
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How to fill out remuneration policy 2023-2025

01
Start by reviewing the previous remuneration policies to understand key components.
02
Conduct a market analysis to determine competitive compensation benchmarks.
03
Engage with stakeholders to gather input on desired changes and expectations.
04
Define the objectives of the remuneration policy for the 2023-2025 period.
05
Outline the criteria for salary structures, bonuses, benefits, and other forms of compensation.
06
Establish guidelines for performance evaluations linked to remuneration.
07
Policy should include compliance with legal and regulatory requirements.
08
Draft the policy in clear and concise language for easy understanding.
09
Review the draft with stakeholders and make necessary revisions.
10
Finalize the policy and ensure it is communicated effectively to all employees.

Who needs remuneration policy 2023-2025?

01
Human Resources teams for implementing the policy and ensuring compliance.
02
Employees for understanding their compensation and benefits.
03
Management for decision-making related to employee remuneration.
04
Financial departments for budgeting and fiscal planning.
05
Compliance officers to ensure adherence to legal regulations.
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The remuneration policy for 2023-2025 defines the framework and guidelines for determining the compensation and benefits for employees within an organization, ensuring alignment with organizational goals and industry standards.
Organizations and companies that are subject to regulatory requirements regarding employee compensation must file the remuneration policy for 2023-2025.
To fill out the remuneration policy for 2023-2025, organizations should follow a prescribed format, including sections on compensation structure, benefits, bonus criteria, and compliance with legal obligations.
The purpose of the remuneration policy for 2023-2025 is to provide a clear and consistent approach to compensation, promote fairness, attract and retain talent, and ensure compliance with relevant regulations.
The information that must be reported includes details on salary ranges, bonus structures, benefits offered, criteria for performance evaluations, and any regulatory compliance measures taken.
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