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1、 SAP Compensation Report 2023 2/34 Compensation Report 2023 Compensation Report Compensation for Executive and Supervisory Board Members This compensation report describes the two compensation systems for Executive and Supervisory Board members,outlines the criteria that apply to the compensation fo

2、r the year 2023,and discloses the amount of compensation.The compensation system for Executive Board members was approved by the Annual General Meeting on May 20,2020,and the compensation system for Supervisory Board members was approved by the Annual General Meeting on May 11,2023.The current compe

3、nsation report meets the requirements of section 162 of the German Stock Corporation Act(AktG).The compensation report for 2022 was approved by the Annual General Meeting on May 11,2023.The Supervisory Board engages regularly with SAPs stakeholders,including investors,on the appropriateness of compe

4、nsation transparency and structure.Based on this input,a new compensation system for the Executive Board members was approved at the Annual General Meeting on May 11,2023.The new compensation system is effective from 2024 and will therefore form the basis of the 2024 compensation report.For more inf

5、ormation,please see the 2024 compensation system for Executive Board members.Compensation for Executive Board Members Compensation System The compensation for Executive Board members is intended to reflect the demanding role of Executive Board members leading a global company in a rapidly evolving s

6、ector.The compensation level is aimed to be competitive to support SAP in the global market for highly skilled executives,especially in the context of the international software industry.It is our goal that our Executive Board compensation provides sustainable incentive for committed,successful work

7、 in a dynamic business environment.The Supervisory Board supported by its Personnel and Governance Committee determines the compensation for each Executive Board member based on their individual role and performance in its first regular meeting of each fiscal year,following the principles that the c

8、ompensation:Promotes the business strategy Ensures that extraordinary performance is appropriately rewarded and any failure to achieve specific targets triggers a tangible reduction in the compensation Is in line with market standards in terms of its level and structure and reflects the Companys siz

9、e,complexity,and economic situation Takes account of the pay structure in the Company as a whole.In this context,the compensation is compared with the pay of SAP executives and non-executive SAP employees to ensure that the principle of proportionality is observed within SAP.The compensation system

10、is,to a major extent,already aligned with the compensation agreements currently in place,with the exception of a few provisions relating to fringe benefits and/or pension commitments.When,in future,new members are appointed or members are reappointed,the Supervisory Board will ensure that the specif

11、ic total compensation is aligned with the compensation system.For more information about the work of the Supervisory Board and its committees,see the Report by the Supervisory Board.The compensation contains performance-based elements and non-performance-based elements,as follows:3/34 Compensation R

12、eport 2023 The amount of performance-based compensation depends primarily on SAPs performance against predefined target values(Key Performance Indicators,KPIs)and on the SAP share price,and is subject to hurdles and caps.These KPIs and their target values as well as their weighting are set by the Su

13、pervisory Board each year and are aligned to the SAP budget for that year or to SAPs externally communicated financial ambitions.The Supervisory Board sets the individual total target compensation for each Executive Board member,comprised of the fixed compensation element and the two performance-bas

14、ed elements.This target compensation is benchmarked based on SAPs global strategy,market position,business performance and future prospects of economy,and the compensation paid at comparable national and international companies.The benchmarking was conducted in January 2023 based on the compensation

15、 data from the DAX 40 companies as well as selected U.S.-based IT and other technology companies.1 This benchmark was the basis for all compensation decisions made for 2023 and led to no changes.The Supervisory Board reviews,assesses,and sets the target compensation in its first meeting of each fisc

16、al year(February 22,2023,for 2023).The Supervisory Board is of the opinion that this approach ensures that the compensation is appropriate.The compensation system is designed to support long-term growth in the Companys value.The long-term incentive element therefore has significant weighting,making

17、up about two-thirds of the CEOs compensation target,and more than 50%of the ordinary Executive Board members compensation target.In the case of any extraordinary,unforeseeable events,the Supervisory Board is entitled,at its reasonable discretion,to adjust the performance-based compensation before pa

18、yout upwards or downwards in the interest of SAP.This discretion is limited to+/20%for the STI and to+/10%for the LTI.The individual elements of SAPs Executive Board compensation are described in more detail below.Non-Performance-Based Compensation Fixed Compensation The fixed compensation is paid m

19、onthly in 12 equal installments in the Executive Board members home currency.Home currency is the currency of the Executive Board members primary place of residence.Fringe Benefits The contractually guaranteed fringe benefits mainly comprise insurance contributions,benefits in kind,expenses for main

20、tenance of two households,use of aircraft,and tax gross-ups according to local conditions.The recurring fringe benefits are limited in terms of value to 10%of fixed compensation for ordinary Executive Board members and to 20%for the CEO.Executive Board members who have their permanent residence outs

21、ide Germany are granted reimbursement of expenses for tax advice with a maximum value of 15%of fixed compensation for ordinary Executive Board members and 30%for the CEO.In case of a relocation to Germany from abroad,a relocation package of up to 15%of fixed compensation for ordinary Executive Board

22、 members and up to 30%for the CEO can be granted.1 The following U.S.-based companies were included:Adobe,A,Apple,Automatic Data Processing,Cisco Systems,Cognizant Technology Solutions,Dell Technologies,DXC Technology,Meta,Hewlett Packard Enterprise,International Business Machines,Microsoft,Netflix,

23、Oracle,ServiceNow,VMware,Western Digital,and Workday.CompensationNon-performance-based compensationFixed compensationFringe benefitsPerformance-based compensationSTIShort-term incentiveLTILong-term incentiveRetirementpension 4/34 Compensation Report 2023 Additionally,to the extent that compensation

24、benefit earned prior to moving to the SAP Executive Board is lost due to this move,a one-off payment(replacement award)could be granted in an amount of up to 200%of the fixed compensation.According to the new compensation system approved on May 11,2023,the cap on the amount of the individual members

25、 fringe benefits determined for 2024,the provisions regarding the mobility package,the compensation in foreign currency and its limitation to a euro equivalent,and the replacement award could also apply retroactively for the period from January 1,2023.Retirement Pension The retirement pension plan t

26、hat applies at SAP is based on defined contributions.For Executive Board members whose permanent place of residence is outside Germany,SAP may specify a retirement pension plan that applies for employees at a company belonging to the SAP Group in the relevant country,limited to 30%of fixed compensat

27、ion.According to the new compensation system approved on May 11,2023,the pension-related commitments could also apply retroactively for the period from January 1,2023.Performance-Based Compensation Short-Term Incentive 1 Based on non-IFRS metrics published in October 2023 reflecting the decision of

28、the Supervisory Board in September 2023(for more information,see the section Decisions for 2023).The short-term,one-year performance-based compensation(Short-Term Incentive,STI)is determined based on a set of financial targets(financial KPIs)and sustainability targets(sustainability KPIs).For the ST

29、I 2023,the financial KPIs have a total weighting of 80%and comprise non-IFRS constant currency current cloud backlog in 2023;year-over-year growth in non-IFRS constant currency cloud STI compensationSTI target achievement(%)x STI target amount()Financial KPIs 2023(non-IFRS1at constant currencies)80%

30、Target achievement0%if weighted achievement is below a 50%hurdle0%50%140%Current cloudbacklog30%Sustainability KPIs 202320%Cloud and softwarerevenue growth25%Operating marginincrease25%Customer Net Promoter Score(NPS)6.67%EmployeeEngagement Index(EEI)6.67%Carbon Impact(greenhouse gas emissions in kt

31、 CO2)6.67%5/34 Compensation Report 2023 and software revenue in 2023;and non-IFRS constant currency operating margin development in 2023 year over year.The sustainability KPIs have a total weighting of 20%,and comprise Customer Net Promoter Score,which measures SAPs customer loyalty;Employee Engagem

32、ent Index,which measures SAPs employee commitment,pride,and loyalty;and Carbon Impact,which measures SAPs greenhouse gas emissions.The KPIs and their respective target values are derived from SAPs budget for the respective year.For more information about KPIs,see the Performance Management System se

33、ction in the SAP Integrated Report 2023.Each underlying KPI includes a hurdle and a cap in addition to the overall hurdle of 50%and the overall cap of 140%.In the event that the hurdle for the individual KPIs is missed and results in the weighted target achievement also falling below the overall hur

34、dle of 50%,the individual hurdle for the respective KPI will be ignored.If the weighted target achievement is below 50%,there is no STI payout.In this case,the target achievement for these KPIs is set to zero.The STI compensation will be paid out after the Annual General Meeting of Shareholders in t

35、he following year.It is paid in the Executive Board members home currency.All Executive Board members are obliged to purchase SAP shares worth at least 5%of the actual payout amount in accordance with appropriate trading period regulations.These shares are subject to a three-year holding period.Long

36、-Term Incentive The SAP Long-Term Incentive Program 2020(LTI 2020)is granted in annual tranches and reflects SAPs long-term strategy and thus sets uniform incentives for the Executive Board members to achieve key targets from the long-term strategic plans.The LTI 2020 also serves to reward the Execu

37、tive Board members for long-term SAP share price performance as compared to the market,thus ensuring that shareholders interests are also honored.In addition,the LTI 2020 includes a component designed to ensure long-term retention of our Executive Board members.The LTI 2020 is a virtual share progra

38、m under which annual tranches with a term of approximately four years each are granted.When the individual tranches are granted,a certain grant amount specified in the Executive Board members service contract is converted into virtual shares(Share Units)in each case.The grant amount cannot exceed 70

39、0%of the fixed compensation(based on the relevant euro amounts when determining the specific compensation).The grant amount is divided by the SAP share price,which corresponds to the arithmetic mean on the 20 trading days after scheduled publication of the preliminary results for the fourth quarter

40、and the year as a whole(grant price).In 2023,the financial results were published on January 26,2023.The Share Units allocated are composed of 1/3 financial performance share units(FSUs),1/3 market performance share units(MSUs),and 1/3 retention share units(RSUs).All three types of Share Unit have a

41、 vesting period of approximately four years.6/34 Compensation Report 2023 LTI Grant Process The number of RSUs does not change throughout the term,whereas the number of FSUs and MSUs may be subject to change as follows:Numerical Change in FSUs The final number of FSUs changes depending on SAPs perfo

42、rmance against the three equally weighted financial KPI targets over the entire three-year performance period.The targets for each tranche are based on the cumulative three-year sum of each KPI.Cloud revenue and total revenue have a cap of 110%and a hurdle of 90%target achievement,while operating in

43、come has a cap of 120%and a hurdle of 80%target achievement.Payout after four yearsFinal number of all Share Units x(payout price()+dividend amount per share()Cap of payout per share=200%of grant priceGrant amount is convertedinto Share Units=Grant amount()divided by grant price()Financial Performan

44、ce Share Units(FSUs)1/3Market Performance Share Units(MSUs)1/3Retention Share Units(RSUs)1/3Numerical change in FSUsNumerical change in MSUs 7/34 Compensation Report 2023 1 Based on non-IFRS metrics published in October 2023 reflecting the decision of the Supervisory Board in September 2023(for more

45、 information,see the section Decisions for 2023).The following examples of the FSU calculation illustrate possible outcomes assuming 1,000 FSUs granted:SAP financial performance is better than targets Total revenue performance factor 100%Cloud revenue performance factor 125%Operating income performa

46、nce factor capped at 150%Financial performance factor (100%+125%+150%)/3 125%Final number of FSUs 125%x 1,000 1,250 SAP financial performance does not meet the targets Total revenue performance factor below 50%0%Cloud revenue performance factor 65%Operating income performance factor 100%Financial pe

47、rformance factor (0%+65%+100%)/3 55%Final number of FSUs 55%x 1,000 550 8/34 Compensation Report 2023 Numerical Change in MSUs The number of MSUs initially awarded is multiplied by a performance factor.The performance factor depends on the amount of the total shareholder return(TSR)on the SAP share,

48、measured for an entire performance period of approximately three years,and ranked in relation to the TSR performance of the companies of the NASDAQ-100 Index(Index).TSR reflects the performance of the share,combining share price development and granted and reinvested dividends.The market performance

49、 factor has a cap at 150%at the 75th percentile(P-75)and a hurdle of 50%at 25th percentile(P-25);below the hurdle,no MSUs are considered.Final number of MSUs after three yearsOriginally granted number x market performance factor(%)MSUs originally grantedIndex TSR performs betterthanSAP TSRSAP is ran

50、ked below the median of the indexcompaniesSAP TSR performs betterthanIndex TSRSAP is ranked above the median of the indexcompanies.Performance factor is only higherthan 100%when SAP TSR performance ispositive.Resulting in a market performance factorTSR performance:SAP relative to Index100%=SAP is ra

51、nked to the median of the index companies0%50%100%150%200%P-25MedianP-75 9/34 Compensation Report 2023 The following examples of the MSU calculation illustrate possible outcomes assuming 1,000 MSUs granted:SAP TSR performs better than TSR of NASDAQ-100 companies SAP TSR performance +10%Performance f

52、actor 55th percentile 110%Final number of MSUs 110%x 1,000 1,100 SAP TSR performs better than TSR of NASDAQ-100 companies;cap is triggered SAP TSR performance +18%Performance factor 80th percentile 160%Cap 75th percentile 150%Final number of MSUs 150%x 1,000 1,500 SAP TSR performs better than TSR of

53、 NASDAQ-100 companies;in a downwards market trend SAP TSR performance 5%Performance factor 60th percentile 120%Cap due to required positive performance 100%Final number of MSUs 100%x 1,000 1,000 TSR of NASDAQ-100 companies perform better than SAP TSR;low hurdle is triggered SAP TSR performance 5%Per

54、formance factor 20th percentile 40%Hurdle 25th percentile 0%Final number of MSUs 0%x 1,000 0 Payout of FSUs,MSUs,and RSUs The value of the existing FSUs,MSUs,and RSUs will be paid out in euros following the Annual General Meeting of SAP,which accepts the financial statements for the third financial

55、year following the financial year in which the Share Units were awarded.The performance of the Share Units is linked to the performance of the SAP share price,including dividend payments.Accordingly,an amount is paid out for each Share Unit(subject to the specifics described below)which equals the t

56、hen-current SAP share price plus those dividends that were disbursed in respect of an SAP share in the period from the beginning of the year in which the Share Units were awarded until the end of the third year following the year in which the Share Units were awarded.The arithmetic mean of the SAP s

57、hare price on the 20 trading days after scheduled publication of the preliminary results for the fourth quarter and the year as a whole will be used as the payout price.The payout amount per Share Unit,including the dividend amounts due on the Share Units,is capped at 200%of the grant price.Due to t

58、he potential change in the number of FSUs and MSUs,the maximum possible payout amount under any of the annual tranches of the LTI 2020 is thus approximately 267%of the grant amount.Currency exchange rate risks are borne by the Executive Board members.However,all types of Share Unit may expire during

59、 the entire term of a tranche under certain conditions.10/34 Compensation Report 2023 LTI Forfeiture Rule If an Executive Board members service contract is terminated before the end of the third year following the year in which the Share Units were granted,the PSUs(FSUs,MSUs)and RSUs are forfeited i

60、n whole or in part,depending on the circumstances of the relevant resignation from office or termination of the service contract.In case Share Units are forfeited in part,the percentage of the forfeiture is proportional to the four-year vesting period of each grant.This means that 25%of the grant is

61、 earned each year of the vesting period.Unearned grants are forfeited.LTI Forfeiture Rules(including example calculation1)1 Example calculation with four tranches(grant allocation of 100%,stable share price from grant to vest,and no consideration of performance condition);Executive Board members con

62、tract terminates after year four(December 31,2026).2 As defined in the individual Executive Board members contracts.3 For the definition,see the Early End-of-Service Undertakings section.Foreign Currency Exchange Rate Cap Where the fixed compensation and the STI are paid out in the Executive Board m

63、embers home currency,the total(gross)payout amount resulting from the fixed compensation and the STI for a financial year is limited to a maximum euro equivalent in case of exchange rate fluctuations.The euro cap for a full financial year equals 120%each for the sum of the fixed compensation and STI

64、 target amount converted into euro plus 20%of the grant amount for a tranche under the LTI 2020.11/34 Compensation Report 2023 Target and Maximum Compensation The compensation system allows for total target compensation(not considering any fringe benefits,replacement awards,retirement pension,and fo

65、reign currency exchange rate cap)of up to 6.0 million for ordinary Executive Board members and up to 13.6 million for the CEO.The proportion of total target compensation consisting of fixed compensation,the STI,and the LTI(without fringe benefits and retirement pension)must be within the following r

66、anges:Fixed compensation:10%to 20%STI:20%to 30%LTI:50%to 70%Maximum compensation is the maximum amount which may be paid to an Executive Board member in total for a financial year.The maximum compensation(not considering any fringe benefits,replacement awards,retirement pension,and foreign currency

67、exchange rate cap)is 13.2 million for ordinary Executive Board members and 29.8 million for the CEO.The maximum total compensation including all maximum possible benefits is 15.0 million for ordinary Executive Board members and 34.5 million for the CEO.When determining the compensation structure and

68、 the target compensation for the individual members of the Executive Board,the Supervisory Board must ensure that the potential payments,taking the STI and LTI caps into account,cannot exceed the maximum compensation and the maximum total compensation.To illustrate the maximum total compensation inc

69、luding all maximum benefits,the LTI is allocated as high as the defined ranges allow,and the fixed compensation is allocated as low as the defined ranges allow.For this purpose,the recurring benefits include retirement pension,foreign currency exchange rate cap,and fringe benefits.In addition,based

70、on the new compensation system,the limit of Julia Whites and Scott Russells fringe benefits determined for 2024 apply retroactively for 2023.Clawback Provisions and Clawback Policy SAP has the contractual right to request that the Executive Board member returns any payments made from the STI or LTI

71、if it subsequently emerges that the payment was not justified in whole or in part because targets were not achieved at all or not achieved in the scope assumed when calculating the payment amount due on account of false information having been provided.In such case,the Executive Board member is obli

72、ged to repay to SAP the amount by which the payment actually made exceeds the payment amount due on the basis of the targets actually achieved.In addition,in compliance with new requirements by the U.S.Securities and Exchange Commission and the New York Stock Exchange for companies listed in the Uni

73、ted States,including foreign private issuers such as SAP,SAP adopted a clawback policy that is applicable as of October 2,2023.This new 12/34 Compensation Report 2023 policy requires the Supervisory Board to recoup incentive-based compensation from current and former Executive Board members in the c

74、ase of a restatement of financial statements arising from material non-compliance with any financial reporting requirement under the U.S.federal securities laws that impacts the calculation of incentive-based compensation paid out in the last three years.Offsetting Compensation in Case of Roles Assu

75、med Inside and Outside the Group At the request of the Supervisory Board,the Executive Board member will assume roles on the supervisory board or similar bodies at affiliates of SAP without receiving separate compensation.If,in exceptional cases,it is impossible to rule out compensation for a role a

76、ssumed within the Group,it will be offset against the other compensation due to the Executive Board member.The Supervisory Board has to agree before an Executive Board member assumes any roles on supervisory boards or similar bodies at companies outside the Group and will decide in the individual ca

77、se whether and to what extent any compensation is to be offset against compensation paid by SAP.Decisions for 2023 No corrections were made to the payout amounts for the STI 2022 or LTI 2016 Plan tranche 2019 paid in May 2023.The Supervisory Board did not request that any Executive Board member retu

78、rn payments(clawback provision).On February 21,2024,the Supervisory Board assessed SAPs performance against the previously agreed targets and determined the amount of the STI 2023 for the entire Executive Board.On July 27,2023,the Supervisory Board decided to exclude the impact of the Qualtrics dive

79、stiture and resolved updated targets for the STI 2023 and the LTI tranches 2021,2022,and 2023.Furthermore,in September 2023,the Supervisory Board decided to exclude the expenses related to compliance matters from the variable Executive Board compensation for 2023 and 2024.This applies for the Execut

80、ive Board members compensation components STI and LTI as far as the KPIs“Operating Margin Increase”(STI)and“Operating Income”(LTI)for the fiscal years 2023 and 2024 are concerned.This decision also affects the 2021 and 2022 tranches of the LTI 2020(LTI 2021,LTI 2022,LTI 2023,LTI 2024)and the STI for

81、 the years 2023 and 2024(STI 2023 and STI 2024).The Supervisory Board recognizes the fact that the compliance matters in question stem almost exclusively from events in the past when none of the current Executive Board members were in office.At the same time,it ensures that this temporary adjustment

82、 will safeguard the business performance focus of the compensation for the current Executive Board members.In addition,the current Executive Board has significantly improved,expanded,and made the Companys compliance efforts much more effective to prevent comparable cases from occurring again in the

83、future.In accordance with the new compensation system effective 2024,the Supervisory Board resolved already on October 26,2023,to set the cap on fringe benefits for Scott Russell at US$456,000 and for Julia White at US$363,000 for the year 2023.On December 21,2023,the Supervisory Board decided to ex

84、clude the impact of the LeanIX acquisition and resolved to neutralize the effects on the STI 2023 and the LTI tranches for 2021,2022,and 2023.STI Target Achievement 2023 KPI 100%Target Value Results Target Achievement(in%)Current cloud backlog1 13,689 million 13,967 million 110.2 Cloud and software

85、revenue growth1+6.93%+8.82%119.2 Operating margin increase1+51bps+120bps 125.8 Customer Net Promoter Score+8 to+12+9 100.0 Employee Engagement Index 78%80%111.4 Net carbon emissions 0 kt CO2 0 kt CO2 100.0 1 Non-IFRS,at constant currencies The target achievement for the STI 2023 was 115.1%.The follo

86、wing target achievement curves applied for the STI 2023:13/34 Compensation Report 2023 Financial KPIs Non-Financial KPIs LTI 2020 Tranche 2023 FSU 100%Targets In 2023,the Supervisory Board defined the 100%targets for the FSUs of the LTI 2020 tranche 2023.The targets are derived from the 2025 ambitio

87、n communicated in October 2020 and were adjusted in July 2023 to reflect the impact of the Qualtrics divestiture.KPI 100%Target Value (cumulative 2023 to 2025)Cloud revenue1 53.8 billion Total revenue1 95.9 billion Operating profit1 29.3 billion 1 Non-IFRS,at constant currencies LTI 2020 Tranche 202

88、0 Target Achievement In 2023,the Supervisory Board determined the target achievement of the FSUs and the MSUs of the LTI 2020 tranche 2020.KPI 100%Target Value (cumulative 2020 to 2022)Results Target Achievement(in%)Financial performance factor Cloud revenue1 33,000 million 30,202 million 57.61 Tota

89、l revenue1 94,000 million 86,859 million 62.02 Operating profit1 30,200 million 23,814 million 55.41 Market performance factor Ranking to NASDAQ-100 companies median 85th 0 1 Non-IFRS,at constant currencies 0%20%40%60%80%100%120%140%160%180%200%12.00013.00014.00015.00016.000Target AchievementCurrent

90、 Cloud Backlog00,20,40,60,811,21,41,61,820%2%4%6%8%10%12%14%Target AchievementCloud and Software Revenue Growth0%20%40%60%80%100%120%140%160%180%200%-100-50050100150200Target AchievementOperating MarginIncrease0%20%40%60%80%100%120%140%160%180%200%-4048121620Target AchievementCustomer Net Promoter S

91、core0%20%40%60%80%100%120%140%160%180%200%68%72%76%80%84%Target AchievementEmployeeEngagement Index0%20%40%60%80%100%120%140%160%180%200%-80-302070120Target AchievementNet Carbon Emissions 14/34 Compensation Report 2023 Overview of the Relations Between Target and Payout for Performance-Based Compen

92、sation The total target achievements of the STI reflect the relation between the target amount and the payout amount.The STIs for the years 2019 to 2022 were already paid out.STI Total Target Achievement Percentage 2023 2022 2021 2020 2019 115.1 61.2 133.3 0 82.4 The relation between the LTI target

93、amounts for the 2020 to 2023 tranches and the theoretical payout amounts are based on SAPs share price at year end.The 2019 tranche discloses the relation between the respective target amount and the actual payout amount in May 2023.The payout price for the tranche 2019 was calculated as the average

94、 share price between January 27,2023,and February 24,2023.Relation Between Target Amount and Payout Amount of the LTI Percentage LTI 2020 LTI 2016 Plan 2023 Tranche1 2022 Tranche1 2021 Tranche1 2020 Tranche1 2019 Tranche 12/31/2023 149.1 158.5 165.9 63.0 95.6 12/31/2022 NA 94.0 100.9 43.7 83.0 1 Con

95、sideration of theoretical payout amounts based on SAPs share price and market data at year end 15/34 Compensation Report 2023 Amount of Compensation for 2023 We present the Executive Board compensation disclosures in accordance with section 162 of the AktG,for the current year as well as for the pre

96、vious year 2022.For each member of the Executive Board,the following tables disclose the compensation awarded and due as well as the contractual compensation in the reporting year.Contractual Compensation The contractual compensation shows the target amounts agreed in the individual employment contr

97、acts,including fringe benefits,and corresponds to a target achievement of 100%for the respective periods.If the appointment term commences or ends during a financial year,the compensation is disclosed pro rata temporis.As the fixed compensation and the STI are determined in the Executive Board membe

98、rs home currency,a maximum euro equivalent(“euro cap”)is considered to limit the exchange rate fluctuations to 20%of the sum of contractual values for fixed compensation,STI,and LTI in euros.For conversion purposes from home currency into euro,for fixed compensation the average exchange rate and for

99、 the one-year variable compensation the year-end exchange rate of the respective period applies.The difference to the contractual exchange rate is disclosed.It is ensured that the potential payments,taking the STI and LTI caps into account,cannot exceed the maximum compensation and the maximum total

100、 compensation.Compensation Awarded and Due Compensation that has been received and/or earned in the reporting year is defined as compensation awarded and due based on section 162 of the AktG.This means that the underlying services were fully rendered by the end of the reporting year,although payout

101、only occurs after the end of the reporting year,in order to make reporting transparent and comprehensible and in order to ensure a connection between performance and compensation in the reporting period.Therefore,the STI 2023 and the LTI 2020 tranche 2020 are both reported in 2023.The compensation a

102、warded and due related to the LTI 2020 tranche 2020 is disclosed with the share price at year end and the performance factor of the PSUs at year end.The payout of this tranche in May 2024 will be calculated based on the performance period according to the plan terms.The difference in the payout amou

103、nt according to share price and performance factor development between the year end and the end of the performance period pursuant to the plan terms will also be disclosed.16/34 Compensation Report 2023 1 Value is determined at time of payout after the Compensation Report has been prepared.In additi

104、on,the difference in the payout amount according to share price and performance factor development between the year end and the end of the performance period pursuant to the plan terms of the LTI 2016 Plan tranche 2019 is disclosed in 2023.Multiplied withMultiplied with=Number of Share UnitsIndividu

105、al target amount(in)=Grant amount(in)2020(100.0%)Divided by grant price per share(in)Retention Share Units(RSUs)1/3Market Performance Share Units(MSUs)1/3=Actual payout amount(in)2024Compensation awarded and dueCompensation paid123.593Final payout price+dividend amount per share(in)2023(63.0%)1Finan

106、cial Performance Share Units(FSUs)1/3Final performance factor(in%)0%58.35%Multiplied withShare price at year end+dividend amount per share(in)147.41=Final number of Share Units52.8%=Theoretical payout amount(in)17/34 Compensation Report 2023 The individual amount resulting from the difference betwee

107、n the actual payout amount of 95.6%and the theoretical payout amount of 83.0%is disclosed in the following tables under“LTI 2016 Plan Tranche 2019”in 2023.For the fixed compensation and the STI paid out in the Executive Board members home currency,the amounts are converted to euro for reporting purp

108、oses.While for the fixed compensation and fringe benefits conversion into euro the annual average exchange rate applies,the STI is converted with the exchange rate at year end.For the actual payout of the STI,which is due after the annual shareholders meeting,the exchange rate at payout will apply.T

109、he individual amount resulting from the difference between the exchange rate at year end and at payout will be disclosed in the following tables under“Exchange rate fluctuations”in 2023.Multiplied withMultiplied with=Number of Share UnitsIndividual target amount(in)Multiplied with operating profit t

110、arget achievement(non-IFRS,at constant currencies,for the previous year)=Grant amount(in)=Theoretical payout amount(in)2019(101.9%)Divided by grant price per share(in)Retention Share Units(RSUs)40%Performance Share Units(PSUs)60%=Actual payout amount(in)2023(95.6%)Compensation awarded and dueCompens

111、ation paidFinal Performance factor(in%)Final reference payout price(in)Performance factor at year end(in%)Share price at year end(in)64%96.3992.8862022(83.0%)109.73066%18/34 Compensation Report 2023 Executive Board Members Compensation thousands Christian Klein CEO Contractual Compensation Compensat

112、ion Awarded and Due 2023 2023(Min)2023(Max)2022 2022(Min)2022(Max)2023 in%2022 in%Fixed compensation 1,100.0 1,100.0 1,100.0 1,100.0 1,100.0 1,100.0 1,100.0 15.4 1,100.0 23.5 Fringe benefits1 21.7 0 220.0 13.5 0 220.0 21.7 0.3 13.5 0.3 Total non-performance compensation 1,121.7 1,100.0 1,320.0 1,113

113、.5 1,100.0 1,320.0 1,121.7 15.7 1,113.5 23.8 One-year variable compensation STI 2022 1,900.0 0 2,660.0 0 1,162.8 24.9 STI 2023 1,900.0 0 2,660.0 2,186.9 30.6 0 Multiyear variable compensation LTI 2016 Plan Tranche 2018 0 163.9 3.5 LTI 2016 Plan Tranche 2019 386.9 5.4 2,561.8 54.8 LTI 2020 Tranche 20

114、20 3,462.6 48.4 0 LTI 2020 Tranche 2022 5,500.0 0 14,666.7 0 0 LTI 2020 Tranche 2023 5,500.0 0 14,666.7 0 0 Total performance compensation 7,400.0 0 17,326.7 7,400.0 0 17,326.7 6,036.4 84.3 3,560.6 76.2 Total 8,521.7 1,100.0 18,646.7 8,513.5 1,100.0 18,646.7 7,158.1 100.0 4,674.1 100.0 For the LTI 2

115、016 Plan tranche 2019,the difference between the actual payout amount of 2,948.7 thousand and the theoretical payout amount of 2,561.8 thousand for Christian Klein is 386.9 thousand.thousands Dominik Asam Member of the Executive Board(from 3/7/2023)Contractual Compensation Compensation Awarded and D

116、ue 2023 2023(Min)2023(Max)2022 2022(Min)2022(Max)2023 in%2022 in%Fixed compensation 655.1 655.1 655.1 655.1 16.6 0 Fringe benefits1 57.5 0 65.5 57.5 1.5 0 Replacement award 1,600.0 1,600.0 1,600.0 1,600.0 40.6 0 Total non-performance compensation 2,312.5 2,255.1 2,320.6 0 0 0 2,312.5 58.7 0 0 One-ye

117、ar variable compensation STI 2023 1,416.3 0 1,982.8 1,630.2 41.3 0 Multiyear variable compensation LTI 2020 Tranche 2023 2,654.8 0 7,079.5 0 0 Total performance compensation 4,071.1 0 9,062.3 0 0 0 1,630.2 41.3 0 0 Total 6,383.6 2,255.1 11,382.9 0 0 0 3,942.7 100.0 0 0 With his appointment to the Ex

118、ecutive Board,Dominik Asam received exceptional grants to compensate the loss of previously earned and forfeited compensation with his previous employer.The total loss of compensation was 3.85 million.The distribution of this amount reflects the nature and timing of the forfeited compensation as far

119、 as possible within the SAP compensation system.This results for 2023 in an STI of 0.43 million,an LTI grant of 0.6 million,and a replacement award of 1.6 million.These amounts are included in the table above in addition to the regular compensation.The outstanding difference will be granted as an ST

120、I and an LTI award in 2024.The replacement award is not considered in the maximum target compensation.19/34 Compensation Report 2023 thousands Sabine Bendiek Member of the Executive Board(until 12/31/2023)Contractual Compensation Compensation Awarded and Due 2023 2023(Min)2023(Max)2022 2022(Min)2022

121、(Max)2023 in%2022 in%Fixed compensation 700.0 700.0 700.0 700.0 700.0 700.0 700.0 34.7 700.0 49.6 Fringe benefits1 21.4 0 70.0 23.4 0 70.0 21.4 1.1 23.4 1.7 Total non-performance compensation 721.4 700.0 770.0 723.4 700.0 770.0 721.4 35.8 723.4 51.2 One-year variable compensation STI 2022 1,125.8 0

122、1,576.1 0 689.0 48.8 STI 2023 1,125.8 0 1,576.1 1,295.7 64.2 0 Multiyear variable compensation LTI 2020 Tranche 2022 2,754.3 0 7,344.8 0 0 LTI 2020 Tranche 2023 2,174.3 0 5,798.0 0 0 Total performance compensation 3,300.0 0 7,374.1 3,880.1 0 8,920.9 1,295.7 64.2 689.0 48.8 Total 4,021.4 700.0 8,144.

123、1 4,603.4 700.0 9,690.9 2,017.1 100.0 1,412.3 100.0 thousands Luka Mucic Member of the Executive Board(until 3/31/2023)Contractual Compensation Compensation Awarded and Due 2023 2023(Min)2023(Max)2022 2022(Min)2022(Max)2023 in%2022 in%Fixed compensation 187.5 187.5 187.5 750.0 750.0 750.0 187.5 9.2

124、750.0 23.1 Fringe benefits1 4.4 0 18.8 17.2 0 75.0 4.4 0.2 17.2 0.5 Total non-performance compensation 191.9 187.5 206.3 767.2 750.0 825.0 191.9 9.4 767.2 23.6 One-year variable compensation STI 2022 1,150.0 0 1,610.0 0 703.8 21.7 STI 2023 287.5 0 402.5 330.9 16.3 0 Multiyear variable compensation L

125、TI 2016 Plan Tranche 2018 0 194.7 6.0 LTI 2016 Plan Tranche 2019 297.8 14.6 1,971.6 60.7 LTI 2020 Tranche 2020 1,213.3 59.7 0 LTI 2020 Tranche 2022 2,900.0 0 7,733.3 0 0 LTI 2020 Tranche 2023 715.1 0 1,906.9 0 0 Total performance compensation 1,002.6 0 2,309.4 4,050.0 0 9,343.3 1,842.0 90.6 2,480.7

126、76.4 Total 1,194.5 187.5 2,515.6 4,817.2 750.0 10,168.3 2,033.9 100.0 3,247.9 100.0 For the LTI 2016 Plan tranche 2019,the difference between the actual payout amount of 2,269.3 thousand and the theoretical payout amount of 1,971.6 thousand for Luka Mucic is 297.8 thousand.20/34 Compensation Report

127、2023 thousands Juergen Mueller Member of the Executive Board Contractual Compensation Compensation Awarded and Due 2023 2023(Min)2023(Max)2022 2022(Min)2022(Max)2023 in%2022 in%Fixed compensation 700.0 700.0 700.0 700.0 700.0 700.0 700.0 19.2 700.0 21.8 Fringe benefits1 15.7 0 70.0 15.7 0 70.0 15.7

128、0.4 15.7 0.5 Total non-performance compensation 715.7 700.0 770.0 715.7 700.0 770.0 715.7 19.6 715.7 22.3 One-year variable compensation STI 2022 1,125.8 0 1,576.1 0 689.0 21.5 STI 2023 1,125.8 0 1,576.1 1,295.7 35.5 0 Multiyear variable compensation LTI 2016 Plan Tranche 2019 272.8 7.5 1,805.4 56.2

129、 LTI 2020 Tranche 2020 1,368.8 37.5 0 LTI 2020 Tranche 2022 2,174.3 0 5,798.1 0 0 LTI 2020 Tranche 2023 2,174.3 0 5,798.1 0 0 Total performance compensation 3,300.1 0 7,374.2 3,300.1 0 7,374.2 2,937.3 80.4 2,494.3 77.7 Total 4,015.7 700.0 8,144.2 4,015.7 700.0 8,144.2 3,653.0 100.0 3,210.0 100.0 For

130、 the LTI 2016 Plan tranche 2019,the difference between the actual payout amount of 2,078.2 thousand and the theoretical payout amount of 1,805.4 thousand for Juergen Mueller is 272.8 thousand.thousands Scott Russell Member of the Executive Board Contractual Compensation Compensation Awarded and Due

131、2023 2023(Min)2023(Max)2022 2022(Min)2022(Max)2023 in%2022 in%Fixed compensation 1,000.0 1,000.0 1,000.0 1,000.0 1,000.0 1,000.0 1,000.0 32.5 1,000.0 43.8 Fringe benefits1 64.5 0 431.0 70.1 0 250.0 64.5 2.1 70.1 3.1 Exchange rate fluctuations (euro cap)2 112.7 0 1,100.0 202.8 0 1,100.0 112.7 3.7 202

132、.8 8.9 Total non-performance compensation 1,177.3 1,000.0 2,531.0 1,272.8 1,000.0 2,350.0 1,177.3 38.3 1,272.8 55.8 One-year variable compensation STI 2022 1,650.0 0 2,310.0 0 1,009.8 44.2 STI 2023 1,650.0 0 2,310.0 1,899.2 61.7 0 Multiyear variable compensation LTI 2020 Tranche 2022 2,850.0 0 7,600

133、.0 0 0 LTI 2020 Tranche 2023 2,850.0 0 7,600.0 0 0 Total performance compensation 4,500.0 0 9,910.0 4,500.0 0 9,910.0 1,899.2 61.7 1,009.8 44.2 Total 5,677.3 1,000.0 12,441.0 5,772.8 1,000.0 12,260.0 3,076.4 100.0 2,282.6 100.0 21/34 Compensation Report 2023 thousands Thomas Saueressig Member of the

134、 Executive Board Contractual Compensation Compensation Awarded and Due 2023 2023(Min)2023(Max)2022 2022(Min)2022(Max)2023 in%2022 in%Fixed compensation 800.0 800.0 800.0 716.7 716.7 716.7 800.0 22.2 716.7 41.4 Fringe benefits1 15.9 0 80.0 15.7 0 72.0 15.9 0.4 15.7 0.9 Total non-performance compensat

135、ion 815.9 800.0 880.0 732.4 716.7 788.7 815.9 22.6 732.4 42.3 One-year variable compensation STI 2022 1,138.2 0 1,593.4 0 696.6 40.2 STI 2023 1,200.0 0 1,680.0 1,381.2 38.2 0 Multiyear variable compensation LTI 2016 Plan Tranche 2019 45.6 1.3 301.7 17.4 LTI 2020 Tranche 2020 1,368.8 37.9 0 LTI 2020

136、Tranche 2022 2,278.8 0 6,076.8 0 0 LTI 2020 Tranche 2023 2,800.0 0 7,466.7 0 0 Total performance compensation 4,000.0 0 9,146.7 3,417.0 0 7,670.2 2,795.6 77.4 998.3 57.7 Total 4,815.9 800.0 10,026.7 4,149.4 716.7 8,458.9 3,611.5 100.0 1,730.7 100.0 For the LTI 2016 Plan tranche 2019,the difference b

137、etween the actual payout amount of 347.3 thousand and the theoretical payout amount of 301.7 thousand for Thomas Saueressig is 45.6 thousand.thousands Julia White Member of the Executive Board Contractual Compensation Compensation Awarded and Due 2023 2023(Min)2023(Max)2022 2022(Min)2022(Max)2023 in

138、%2022 in%Fixed compensation 750.0 750.0 750.0 750.0 750.0 750.0 750.0 29.3 750.0 32.9 Fringe benefits1 73.9 0 343.1 89.8 0 188.0 73.9 2.9 89.8 3.9 Exchange rate fluctuations (euro cap)2 230.1 0 800.0 369.6 0 800.0 230.1 9.0 369.6 16.2 Total non-performance compensation 1,053.9 750.0 1,893.1 1,209.4

139、750.0 1,738.0 1,053.9 41.2 1,209.4 53.0 One-year variable compensation STI 2022 1,750.0 0 2,450.0 0 1,071.0 47.0 STI 2023 1,304.9 0 1,826.9 1,502.0 58.8 0 Multiyear variable compensation LTI 2020 Tranche 2022 3,500.0 0 9,333.3 0 0 LTI 2020 Tranche 2023 2,461.5 0 6,564.1 0 0 Total performance compens

140、ation 3,766.5 0 8,391.0 5,250.0 0 11,783.3 1,502.0 58.8 1,071.0 47.0 Total 4,820.4 750.0 10,284.1 6,459.4 750.0 13,521.3 2,555.9 100.0 2,280.4 100.0 With her appointment to the Executive Board,Julia White received exceptional grants to compensate the loss of previously earned and forfeited compensat

141、ion with her previous employer.The total loss of compensation was 5.46 million.The distribution of this amount reflects the nature and timing of the forfeited compensation as far as possible within the SAP compensation system.This results for 2023 in an STI of 0.15 million and an LTI grant of 0.36 m

142、illion(2022:STI of 0.6 million,LTI grant of 1.4 million,in 2021:STI of 0.4 million,LTI grant of 1.0 million,and replacement award of 1.5 million).The amounts for 2023 and 2022 are included in the table above in addition to the regular compensation.22/34 Compensation Report 2023 thousands Total Execu

143、tive Board Contractual Compensation Compensation Awarded and Due 2023 2023(Min)2023(Max)2022 2022(Min)2022(Max)2023 in%2022 in%Fixed compensation 5,892.6 5,892.6 5,892.6 5,716.7 5,716.7 5,716.7 5,892.6 21.0 5,716.7 30.3 Fringe benefits1 274.9 0 1,298.4 245.4 0 945.0 274.9 1.0 245.4 1.3 Exchange rate

144、 fluctuations (euro cap)342.8 0 1,900.0 572.4 0 1,900.0 342.8 1.2 572.4 3.0 Replacement award 1,600.0 1,600.0 1,600.0 0 0 0 1,600.0 5.7 0 0 Total non-performance compensation 8,110.3 7,492.6 10,690.9 6,534.4 5,716.7 8,561.7 8,110.3 28.9 6,534.4 34.7 One-year variable compensation STI 2022 0 0 0 9,83

145、9.7 0 13,775.5 0 0 6,021.9 32.0 STI 2023 10,010.2 0 14,014.3 0 0 0 11,521.8 41.1 0 0 Multiyear variable compensation LTI 2016 Plan Tranche 2018 0 0 0 0 0 0 0 0 358.6 1.9 LTI 2016 Plan Tranche 2019 0 0 0 0 0 0 1,003.1 3.6 6,640.4 35.2 LTI 2020 Tranche 2020 0 0 0 0 0 0 7,413.5 26.4 0 0 LTI 2020 Tranch

146、e 2022 0 0 0 21,957.4 0 58,553.1 0 0 0 0 LTI 2020 Tranche 2023 21,330.0 0 56,879.9 0 0 0 0 0 0 0 Total performance compensation 31,340.2 0 70,894.3 31,797.1 0 72,328.7 19,938.4 71.1 12,303.7 65.3 Total 39,450.5 7,492.6 81,585.2 38,331.5 5,716.7 80,890.4 28,048.7 100.0 18,838.1 100.0 1 Insurance cont

147、ributions,the private use of company cars and aircraft,payments and related supplements for relocation,benefits in kind,reimbursement of costs for preparation of tax returns,and tax gross-ups according to local conditions 2 The value of the fixed and one-year variable compensation is granted in U.S.

148、dollars.23/34 Compensation Report 2023 Share-Based Payment Information Relating to Long-Term Incentives Members of the Executive Board received,hold,or held Share Units issued to them under the LTI 2020 and hold or held Share Units issued to them under the LTI 2016 Plan.For more information about th

149、e terms and details of these programs,see the Notes to the Consolidated Financial Statements of the Integrated Report 2023,Note(B.3).Executive Board Members Holdings Quantity of Share Units Specification Grant Date 1/1/2023 During the Year 12/31/2023 Outstanding Granted Exercised(E)/Adjusted(A)/Forf

150、eited(F)Outstanding Thereof Unvested Thereof Subject to Holding Period Christian Klein(CEO)LTI 2020 Tranche 2023 FSU 3/24/2023 0 16,726 0 16,726 16,726 16,726 LTI 2020 Tranche 2023 MSU 3/24/2023 0 16,726 0 16,726 16,726 16,726 LTI 2020 Tranche 2023 RSU 3/24/2023 0 16,726 0 16,726 16,726 16,726 LTI 2

151、020 Tranche 2022 FSU 3/28/2022 17,197 0 0 17,197 17,197 17,197 LTI 2020 Tranche 2022 MSU 3/28/2022 17,197 0 0 17,197 17,197 17,197 LTI 2020 Tranche 2022 RSU 3/28/2022 17,197 0 0 17,197 17,197 17,197 LTI 2020 Tranche 2021 FSU 3/22/2021 17,230 0 0 17,230 17,230 17,230 LTI 2020 Tranche 2021 MSU 3/22/20

152、21 17,230 0 0 17,230 17,230 17,230 LTI 2020 Tranche 2021 RSU 3/22/2021 17,230 0 0 17,230 17,230 17,230 LTI 2020 Tranche 2020 FSU 2/29/2020 14,834 0 6,178 A 8,656 0 8,656 LTI 2020 Tranche 2020 MSU 2/29/2020 14,834 0 14,834 A 0 0 0 LTI 2020 Tranche 2020 RSU 2/29/2020 14,834 0 0 14,834 0 14,834 LTI 201

153、6 Tranche 2019 PSU 11/20/2019 4,678 0 4,678 A/E 0 0 0 LTI 2016 Tranche 2019 PSU 2/20/2019 15,628 0 15,628 A/E 0 0 0 LTI 2016 Tranche 2019 RSU 11/20/2019 3,119 0 3,119 E 0 0 0 LTI 2016 Tranche 2019 RSU 2/20/2019 10,419 0 10,419 E 0 0 0 Dominik Asam(from 3/7/2023)LTI 2020 Tranche 2023 FSU 3/24/2023 0

154、8,073 0 8,073 8,073 8,073 LTI 2020 Tranche 2023 MSU 3/24/2023 0 8,073 0 8,073 8,073 8,073 LTI 2020 Tranche 2023 RSU 3/24/2023 0 8,073 0 8,073 8,073 8,073 Sabine Bendiek1 (until 12/31/2023)LTI 2020 Tranche 2023 FSU 3/24/2023 0 6,612 4,960 F 1,652 1,652 1,652 LTI 2020 Tranche 2023 MSU 3/24/2023 0 6,61

155、2 4,960 F 1,652 1,652 1,652 LTI 2020 Tranche 2023 RSU 3/24/2023 0 6,612 4,960 F 1,652 1,652 1,652 LTI 2020 Tranche 2022 FSU 3/28/2022 8,612 0 4,309 F 4,303 4,303 4,303 LTI 2020 Tranche 2022 MSU 3/28/2022 8,612 0 4,309 F 4,303 4,303 4,303 LTI 2020 Tranche 2022 RSU 3/28/2022 8,612 0 4,309 F 4,303 4,30

156、3 4,303 LTI 2020 Tranche 2021 FSU 3/22/2021 10,570 0 2,648 F 7,922 7,922 7,922 LTI 2020 Tranche 2021 MSU 3/22/2021 10,570 0 2,648 F 7,922 7,922 7,922 LTI 2020 Tranche 2021 RSU 3/22/2021 10,570 0 2,648 F 7,922 7,922 7,922 24/34 Compensation Report 2023 Quantity of Share Units Specification Grant Date

157、 1/1/2023 During the Year 12/31/2023 Outstanding Granted Exercised(E)/Adjusted(A)/Forfeited(F)Outstanding Thereof Unvested Thereof Subject to Holding Period Luka Mucic (until 3/31/2023)LTI 2020 Tranche 2023 FSU 3/24/2023 0 8,819 8,276 F 543 543 543 LTI 2020 Tranche 2023 MSU 3/24/2023 0 8,819 8,276 F

158、 543 543 543 LTI 2020 Tranche 2023 RSU 3/24/2023 0 8,819 8,276 F 543 543 543 LTI 2020 Tranche 2022 FSU 3/28/2022 9,068 0 6,244 F 2,824 2,824 2,824 LTI 2020 Tranche 2022 MSU 3/28/2022 9,068 0 6,244 F 2,824 2,824 2,824 LTI 2020 Tranche 2022 RSU 3/28/2022 9,068 0 6,244 F 2,824 2,824 2,824 LTI 2020 Tran

159、che 2021 FSU 3/22/2021 8,679 0 3,808 F 4,871 4,871 4,871 LTI 2020 Tranche 2021 MSU 3/22/2021 8,679 0 3,808 F 4,871 4,871 4,871 LTI 2020 Tranche 2021 RSU 3/22/2021 8,679 0 3,808 F 4,871 4,871 4,871 LTI 2020 Tranche 2020 FSU 2/29/2020 6,403 0 3,370 F/A 3,033 0 3,033 LTI 2020 Tranche 2020 MSU 2/29/2020

160、 6,403 0 6,403 F/A 0 0 0 LTI 2020 Tranche 2020 RSU 2/29/2020 6,403 0 1,205 F 5,198 0 5,198 LTI 2016 Tranche 2019 PSU 2/20/2019 15,628 0 15,628 A/E 0 0 0 LTI 2016 Tranche 2019 RSU 2/20/2019 10,419 0 10,419 E 0 0 0 Scott Russell LTI 2020 Tranche 2023 FSU 3/24/2023 0 8,667 0 8,667 8,667 8,667 LTI 2020

161、Tranche 2023 MSU 3/24/2023 0 8,667 0 8,667 8,667 8,667 LTI 2020 Tranche 2023 RSU 3/24/2023 0 8,667 0 8,667 8,667 8,667 LTI 2020 Tranche 2022 FSU 3/28/2022 8,911 0 0 8,911 8,911 8,911 LTI 2020 Tranche 2022 MSU 3/28/2022 8,911 0 0 8,911 8,911 8,911 LTI 2020 Tranche 2022 RSU 3/28/2022 8,911 0 0 8,911 8

162、,911 8,911 LTI 2020 Tranche 2021 FSU 3/22/2021 8,170 0 0 8,170 8,170 8,170 LTI 2020 Tranche 2021 MSU 3/22/2021 8,170 0 0 8,170 8,170 8,170 LTI 2020 Tranche 2021 RSU 3/22/2021 8,170 0 0 8,170 8,170 8,170 Juergen Mueller LTI 2020 Tranche 2023 FSU 3/24/2023 0 6,612 0 6,612 6,612 6,612 LTI 2020 Tranche

163、2023 MSU 3/24/2023 0 6,612 0 6,612 6,612 6,612 LTI 2020 Tranche 2023 RSU 3/24/2023 0 6,612 0 6,612 6,612 6,612 LTI 2020 Tranche 2022 FSU 3/28/2022 6,798 0 0 6,798 6,798 6,798 LTI 2020 Tranche 2022 MSU 3/28/2022 6,798 0 0 6,798 6,798 6,798 LTI 2020 Tranche 2022 RSU 3/28/2022 6,798 0 0 6,798 6,798 6,7

164、98 LTI 2020 Tranche 2021 FSU 3/22/2021 6,811 0 0 6,811 6,811 6,811 LTI 2020 Tranche 2021 MSU 3/22/2021 6,811 0 0 6,811 6,811 6,811 LTI 2020 Tranche 2021 RSU 3/22/2021 6,811 0 0 6,811 6,811 6,811 LTI 2020 Tranche 2020 FSU 2/29/2020 5,864 0 2,442 A 3,422 0 3,422 LTI 2020 Tranche 2020 MSU 2/29/2020 5,8

165、64 0 5,864 A 0 0 0 LTI 2020 Tranche 2020 RSU 2/29/2020 5,864 0 0 5,864 0 5,864 LTI 2016 Tranche 2019 PSU 2/20/2019 14,311 0 14,311 A/E 0 0 0 LTI 2016 Tranche 2019 RSU 2/20/2019 9,541 0 9,541 E 0 0 0 25/34 Compensation Report 2023 Quantity of Share Units Specification Grant Date 1/1/2023 During the Y

166、ear 12/31/2023 Outstanding Granted Exercised(E)/Adjusted(A)/Forfeited(F)Outstanding Thereof Unvested Thereof Subject to Holding Period Thomas Saueressig LTI 2020 Tranche 2023 FSU 3/24/2023 0 8,515 0 8,515 8,515 8,515 LTI 2020 Tranche 2023 MSU 3/24/2023 0 8,515 0 8,515 8,515 8,515 LTI 2020 Tranche 20

167、23 RSU 3/24/2023 0 8,515 0 8,515 8,515 8,515 LTI 2020 Tranche 2022 FSU 3/28/2022 7,125 0 0 7,125 7,125 7,125 LTI 2020 Tranche 2022 MSU 3/28/2022 7,125 0 0 7,125 7,125 7,125 LTI 2020 Tranche 2022 RSU 3/28/2022 7,125 0 0 7,125 7,125 7,125 LTI 2020 Tranche 2021 FSU 3/22/2021 6,811 0 0 6,811 6,811 6,811

168、 LTI 2020 Tranche 2021 MSU 3/22/2021 6,811 0 0 6,811 6,811 6,811 LTI 2020 Tranche 2021 RSU 3/22/2021 6,811 0 0 6,811 6,811 6,811 LTI 2020 Tranche 2020 FSU 2/29/2020 5,864 0 2,442 A 3,422 0 3,422 LTI 2020 Tranche 2020 MSU 2/29/2020 5,864 0 5,864 A 0 0 0 LTI 2020 Tranche 2020 RSU 2/29/2020 5,864 0 0 5

169、,864 0 5,864 LTI 2016 Tranche 2019 PSU 11/1/2019 2,392 0 2,392 A/E 0 0 0 LTI 2016 Tranche 2019 RSU 11/1/2019 1,594 0 1,594 E 0 0 0 Julia White LTI 2020 Tranche 2023 FSU 3/24/2023 0 7,486 0 7,486 7,486 7,486 LTI 2020 Tranche 2023 MSU 3/24/2023 0 7,486 0 7,486 7,486 7,486 LTI 2020 Tranche 2023 RSU 3/2

170、4/2023 0 7,486 0 7,486 7,486 7,486 LTI 2020 Tranche 2022 FSU 3/28/2022 10,944 0 0 10,944 10,944 10,944 LTI 2020 Tranche 2022 MSU 3/28/2022 10,944 0 0 10,944 10,944 10,944 LTI 2020 Tranche 2022 RSU 3/28/2022 10,944 0 0 10,944 10,944 10,944 LTI 2020 Tranche 2021 FSU 3/22/2021 8,674 0 0 8,674 8,674 8,6

171、74 LTI 2020 Tranche 2021 MSU 3/22/2021 8,674 0 0 8,674 8,674 8,674 LTI 2020 Tranche 2021 RSU 3/22/2021 8,674 0 0 8,674 8,674 8,674 Total 593,424 214,530 227,066 580,888 530,595 580,888 1 As Sabine Bendieks Executive Board service contract ends on December 31,2023,her LTI holdings are reduced on a pr

172、o rata basis in accordance with the leaver rules.26/34 Compensation Report 2023 Main Conditions Specification Grant Date Grant Price(in)Grant Date Fair Value(in)End of Performance Period End of Vesting Period Payout LTI 2020 Tranche 2023 FSU 3/24/2023 109.612 105.81 December 2025 12/31/2026 May 2027

173、 LTI 2020 Tranche 2023 MSU 3/24/2023 109.612 130.56 February 2026 12/31/2026 May 2027 LTI 2020 Tranche 2023 RSU 3/24/2023 109.612 105.81 NA 12/31/2026 May 2027 LTI 2020 Tranche 2022 FSU 3/28/2022 106.605 96.84 December 2024 12/31/2025 May 2026 LTI 2020 Tranche 2022 MSU 3/28/2022 106.605 108.20 Febru

174、ary 2025 12/31/2025 May 2026 LTI 2020 Tranche 2022 RSU 3/28/2022 106.605 96.84 NA 12/31/2025 May 2026 LTI 2020 Tranche 2021 FSU 3/22/2021 106.405 100.28 December 2023 12/31/2024 May 2025 LTI 2020 Tranche 2021 MSU 3/22/2021 106.405 115.19 February 2024 12/31/2024 May 2025 LTI 2020 Tranche 2021 RSU 3/

175、22/2021 106.405 100.28 NA 12/31/2024 May 2025 LTI 2020 Tranche 2020 FSU 2/29/2020 123.593 110.65 December 2022 12/31/2023 May 2024 LTI 2020 Tranche 2020 MSU 2/29/2020 123.593 122.22 February 2023 12/31/2023 May 2024 LTI 2020 Tranche 2020 RSU 2/29/2020 123.593 110.65 NA 12/31/2023 May 2024 LTI 2016 T

176、ranche 2019 PSU 2/20/2019 92.886 93.71 February 2023 12/31/2022 May 2023 LTI 2016 Tranche 2019 RSU 2/20/2019 92.886 88.54 NA 12/31/2022 May 2023 End-of-Service Benefits Regular End-of-Service Undertakings Retirement Pension Plan The following retirement pension agreements apply to the individual mem

177、bers of the Executive Board:Dominik Asam,Sabine Bendiek,Christian Klein,Luka Mucic,Juergen Mueller,and Thomas Saueressig are entitled to receive a retirement pension when they reach the retirement age of 62 and retire from their Executive Board seat;or a disability pension depending on a health exam

178、ination if,before reaching the regular retirement age,they become subject to occupational disability or permanent incapacity.A surviving dependents pension is paid on the death of a former member of the Executive Board,if covered.The disability pension is 100%of the vested retirement pension entitle

179、ment and is payable until the beneficiarys 62nd birthday,after which it is replaced by a retirement pension.The surviving dependents pension is 60%of the retirement pension or vested disability pension entitlement at death.Entitlements are enforceable against SAP SE.Current pension payments are revi

180、ewed annually for adjustments and,if applicable,increased according to the surplus in the pension liability insurance or by 1%annually,depending on the agreement.If service is ended before the retirement age of 62,pension entitlement is reduced in proportion as the actual length of service stands in

181、 relation to the maximum possible length of service.Alternatively,the entitlement to benefits corresponds to the pension contributions paid up to that point.The applied retirement pension plan is contributory.The contribution is 4%of applicable compensation up to the applicable income threshold plus

182、 14%of applicable compensation above the applicable income threshold.For this purpose,applicable compensation is 180%of annual base salary.The applicable income threshold is the statutory annual income threshold for the state pension plan in Germany(West),as amended from time to time.SAP made contri

183、butions to a third-party pension plan for Scott Russell and Julia White.SAPs matching contributions are based on payments by Scott Russell and Julia White into their pension plan.27/34 Compensation Report 2023 Pension Entitlements of Current Executive Board Members thousands Service Cost Defined Ben

184、efit Obligations (DBO)Plan Assets Net Defined Benefit Liability (Asset)2023 2022 12/31/2023 12/31/2022 12/31/2023 12/31/2022 12/31/2023 12/31/2022 Christian Klein(CEO)1 85.5 217.4 621.8 420.0 1,244.8 990.2 623.0 570.2 Dominik Asam1(from 3/7/2023)0 0 57.7 0 0 0 57.7 0 Sabine Bendiek1(until 12/31/2023

185、)73.1 125.6 237.1 145.6 487.4 324.8 250.3 179.2 Luka Mucic1(until 3/31/2023)0 155.7 681.5 548.5 1,358.5 1,292.6 677.0 744.1 Juergen Mueller1 46.4 124.1 286.7 180.1 777.4 615.0 490.7 434.9 Thomas Saueressig1 52.9 146.4 307.2 167.4 625.3 454.4 318.1 287.0 Total 257.9 769.2 2,192.0 1,461.6 4,493.4 3,67

186、7.0 2,301.4 2,215.4 1 The values shown here only reflect the pension entitlements that Christian Klein,Dominik Asam,Sabine Bendiek,Luka Mucic,Juergen Mueller,and Thomas Saueressig will receive from the retirement pension plan for Executive Board members.Pension Entitlements of Former Executive Board

187、 Members thousands Pension Payments Defined Benefit Obligations (DBO)Plan Assets Net Defined Benefit Liability (Asset)2023 2022 12/31/2023 12/31/2022 12/31/2023 12/31/2022 12/31/2023 12/31/2022 Werner Brandt (until 6/30/2014)110.3 102.1 2,145.4 1,766.0 2,022.8 1,655.4 122.6 110.6 Luisa Deplazes Delg

188、ado (until 6/30/2013)0 0 107.8 91.8 187.0 183.8 79.2 92.0 Adaire Fox-Martin(until 6/30/2021)0 0 386.3 331.1 750.2 734.2 363.9 403.1 Bernd Leukert(until 3/31/2019)0 0 589.8 501.5 1,135.7 1,117.6 545.9 616.1 Gerhard Oswald (until 12/31/2016)377.6 342.3 6,944.0 5,931.9 6,617.9 5,335.3 326.1 596.6 Stefa

189、n Ries(until 5/31/2020)0 0 345.5 295.3 680.1 665.8 334.6 370.5 Postcontractual Non-Compete Provisions Each Executive Board members contract includes a 12-month postcontractual non-compete agreement.During this non-compete period,Executive Board members receive abstention payments corresponding to 50

190、%of their average contractual compensation as members.This average is calculated on the basis of the preceding three years.Any other occupational income generated by the Executive Board member is deducted from their compensation.In accordance with the German Corporate Governance Code(GCGC),the Super

191、visory Board will offset any severance payments against such compensation for abstention.The following table presents the theoretical amounts for the net present values of the postcontractual non-compete abstention payments.The calculation assumes the following:The Executive Board member leaves SAP

192、at the end of their respective current contract term.Their final average contractual compensation prior to their departure equals their compensation in 2023.Actual postcontractual non-compete payments will likely differ from these amounts depending on the time of departure and the compensation level

193、s and target achievements at the time of departure.28/34 Compensation Report 2023 Net Present Values of the Postcontractual Non-Compete Abstention Payments thousands Contract Term Expires Discount Rate(in%)Net Present Value Christian Klein(CEO)4/30/2025 3.44 3,421.6 Dominik Asam(from 3/7/2023)3/6/20

194、26 3.32 1,835.9 Juergen Mueller 12/31/2024 3.57 1,763.5 Scott Russell 1/31/2027 3.33 1,390.3 Thomas Saueressig 10/31/2025 3.36 1,699.5 Julia White 2/28/2027 3.33 1,152.2 Total 11,263.1 Sabine Bendiek resigned from her position as Executive Board member upon the end of her current term on December 31

195、,2023.Starting in January 2024,she receives for a period of 12 months monthly abstention compensation for the postcontractual non-compete period totaling 2,452,967.Early End-of-Service Undertakings Severance Payments The contracts for all Executive Board members provide that on termination before fu

196、ll term(for example,by the Company without cause where the members appointment is revoked,where the member becomes occupationally disabled,or in connection with a change of control),SAP SE will pay to the member the outstanding part of the compensation target for the entire remainder of the term,app

197、ropriately discounted for early payment.In accordance with section G.13 of the GCGC,payments made to an Executive Board member due to early termination must not exceed twice the annual total compensation.The annual total compensation is defined as the individual total target compensation comprised o

198、f the fixed compensation element and the two performance-based elements.In the case of change of control,the payment must not exceed 150%of the severance payment cap.Members are not entitled to that severance payment if they have not served SAP as a member of the Executive Board for at least one yea

199、r or if they leave SAP SE for reasons for which they are responsible.If an Executive Board members appointment to the Executive Board expires or ceases to exist because of,or as a consequence of,change or restructuring,or due to a change of control,SAP SE and each Executive Board member has the righ

200、t to terminate the employment contract within eight weeks of the occurrence by giving six months notice.A change of control is deemed to occur when:A third party is required to make a mandatory takeover offer to the shareholders of SAP SE under the German Securities Acquisition and Takeover Act;SAP

201、SE merges with another company and becomes the subsumed entity;A control or profit transfer agreement is concluded with SAP SE as the dependent company.An Executive Board members contract can also be terminated before full term if their appointment as an Executive Board member of SAP SE is revoked i

202、n connection with a change of control.Postcontractual Non-Compete Provisions Abstention compensation for the postcontractual non-compete period as described above is also payable on early contract termination.Permanent Disability In case of permanent disability,an Executive Board members contract wi

203、ll end at the end of the quarter in which the permanent inability to work was determined.The Executive Board member receives,in addition to a potential disability pension under the retirement plan described above,the monthly basic salary(fixed compensation)for a further 12 months starting from the d

204、ate the permanent disability is determined.29/34 Compensation Report 2023 Agreements with Executive Board Members for Early End-of-Service Luka Mucic reached a mutual agreement with the Supervisory Board to end his employment at SAP with effect on March 31,2023.Pursuant to the termination agreement,

205、the following payments in connection with his early termination apply:A severance payment for the remainder of his original term of appointment until March 31,2026,totaling 9,600,000 Monthly instalments of the fixed compensation until March 31,2023 The STI 2022 and STI 2023 will be handled according

206、 to plan terms,and the STI 2023 reduced on a pro rata temporis basis.Granted rights under the LTI 2016 Plan and the LTI 2020 will be handled according to plan terms with respect to the performance criteria and the payout schedule.The 2023 tranche will be reduced on a pro rata temporis basis.The post

207、-contractual non-compete obligation applies,with the abstention compensation being offset against the severance payment in accordance with section G.13 of the GCGC.Compensation of Former Executive Board Members in 2023 thousands Severance%of Total LTI 2020 Plan Tranche 2020 LTI 2016 Plan Tranche 201

208、91 Total Performance Compensation%of Total Total Michael Kleinemeier (until 4/30/2020)0 1,494.6 276.7 1,771.3 100.0 1,771.3 Jennifer Morgan(until 4/30/2020)0 1,144.7 423.8 1,568.5 100.0 1,568.5 Luka Mucic(until 3/31/2023)9,600.0 100.0 0 0 9,600.0 Stefan Ries(until 5/31/2020)0 522.9 250.9 773.8 100.0

209、 773.8 1 Individual amount resulting from the difference between the actual payout amount in 2023 and the theoretical payout amount as at December 31,2022 LTI Holdings of Former Executive Board Members in 2023 Quantity of Share Units Specification Grant Date 1/1/2023 During the Year 12/31/2023 Outst

210、anding Exercised(E)/Adjusted(A)/Forfeited(F)Outstanding Thereof Unvested Thereof Subject to Holding Period Robert Enslin (until 4/5/2019)LTI 2016 Tranche 2019 PSU 2/20/2019 15,893 15,893 A/E 0 0 0 LTI 2016 Tranche 2019 RSU 2/20/2019 722 722 E 0 0 0 Michael Kleinemeier (until 4/30/2020)LTI 2020 Tranc

211、he 2020 FSU 2/29/2020 6,403 2,667 A 3,736 0 3,736 LTI 2020 Tranche 2020 MSU 2/29/2020 6,403 6,403 A 0 0 0 LTI 2020 Tranche 2020 RSU 2/29/2020 6,403 0 6,403 0 6,403 LTI 2016 Tranche 2019 PSU 2/20/2019 20,375 20,375 A/E 0 0 0 LTI 2016 Tranche 2019 RSU 2/20/2019 5,213 5,213 E 0 0 0 Bernd Leukert (until

212、 3/31/2019)LTI 2016 Tranche 2019 PSU 2/20/2019 20,335 20,335 A/E 0 0 0 LTI 2016 Tranche 2019 RSU 2/20/2019 6,594 6,594 E 0 0 0 Bill McDermott (until 11/15/2019)LTI 2016 Tranche 2019 PSU 2/20/2019 46,880 46,880 A/E 0 0 0 LTI 2016 Tranche 2019 RSU 2/20/2019 7,348 7,348 E 0 0 0 30/34 Compensation Repor

213、t 2023 Quantity of Share Units Specification Grant Date 1/1/2023 During the Year 12/31/2023 Outstanding Exercised(E)/Adjusted(A)/Forfeited(F)Outstanding Thereof Unvested Thereof Subject to Holding Period Jennifer Morgan (until 4/30/2020)LTI 2020 Tranche 2020 FSU 2/29/2020 4,904 2,043 A 2,861 0 2,861

214、 LTI 2020 Tranche 2020 MSU 2/29/2020 4,904 4,904 A 0 0 0 LTI 2020 Tranche 2020 RSU 2/29/2020 4,904 0 4,904 0 4,904 LTI 2016 Tranche 2019 PSU 11/20/2019 3,826 3,826 A/E 0 0 0 LTI 2016 Tranche 2019 PSU 7/25/2019 2,781 2,781 A/E 0 0 0 LTI 2016 Tranche 2019 PSU 2/20/2019 15,628 15,628 A/E 0 0 0 LTI 2016

215、 Tranche 2019 RSU 11/20/2019 2,552 2,552 E 0 0 0 LTI 2016 Tranche 2019 RSU 7/25/2019 1,853 1,853 E 0 0 0 LTI 2016 Tranche 2019 RSU 2/20/2019 10,419 10,419 E 0 0 0 Stefan Ries (until 5/31/2020)LTI 2020 Tranche 2020 FSU 2/29/2020 2,240 933 A 1,307 0 1,307 LTI 2020 Tranche 2020 MSU 2/29/2020 2,240 2,24

216、0 A 0 0 0 LTI 2020 Tranche 2020 RSU 2/29/2020 2,240 0 2,240 0 2,240 LTI 2016 Tranche 2019 PSU 2/20/2019 13,165 13,165 A/E 0 0 0 LTI 2016 Tranche 2019 RSU 2/20/2019 8,776 8,776 E 0 0 0 Total 223,001 201,550 21,451 0 21,451 Executive Board:Other Information We did not grant any compensation advance or

217、 credit to,or enter into any commitment for the benefit of,any member of our Executive Board in 2023 or the previous year.As far as the law permits,SAP SE and its affiliated companies in Germany and elsewhere indemnify and hold harmless their respective directors and officers against and from the cl

218、aims of third parties.To this end,we maintain directors and officers(D&O)group liability insurance.The policy is annual and is renewed from year to year.The insurance covers the personal liability of the insured group for financial loss caused by its managerial acts and omissions.The current D&O pol

219、icy includes an individual deductible for Executive Board members of SAP SE as required by section 93(2)of the AktG.Comparative Information on the Change of Compensation and Company Performance The following table discloses the relative change in compensation of active as well as former Executive Bo

220、ard members,the average compensation of the employees of the SAP Group(full-time equivalents),and year-over-year changes in selected earnings indicators.The compensation of Executive Board members is considered in accordance with section 162 of the AktG awarded and due.The presentation of average em

221、ployee compensation is based on the average full-time equivalent number of employees in the respective year.Average employee compensation comprises the personnel expenses for salaries,fringe benefits,employer contributions to social insurance,and any short-term and long-term variable compensation co

222、mponents attributable to the fiscal year.Therefore,employee compensation is also equivalent to granted and due compensation within the meaning of section 162 of the AktG and thus in line with Executive Board and Supervisory Board compensation.31/34 Compensation Report 2023 2019 to 2018 2020 to 2019

223、2021 to 2020 20221)2022 to 2021 20231)2023 to 20221)Change in%Change in%Change in%thousands Change in%thousands Change in%Current Executive Board Members Christian Klein(CEO)(from 1/1/2018)7 40 425 4,674 20 7,158 53 Dominik Asam(from 3/7/2023)NA NA NA NA NA 3,943 NA Sabine Bendiek(from 1/1/2021 unti

224、l 12/31/2023)NA NA NA 1,412 65 2,017 43 Juergen Mueller(from 1/1/2019)NA 56 307 3,210 10 3,653 14 Scott Russell(from 2/1/2021)NA NA NA 2,283 2 3,076 35 Thomas Saueressig(from 11/1/2019)NA 162 307 1,731 41 3,611 109 Julia White(from 3/1/2021)NA NA NA 2,280 45 2,556 12 Former Executive Board Members W

225、erner Brandt(until 6/30/2014)0 2 2 102 0 110 8 Michael Kleinemeier(until 4/30/2020)57 38 65 1,617 4 1,495 8 Jennifer Morgan(until 4/30/2020)10 747 92 2,610 97 1,145 56 Luka Mucic(until 3/31/2023)36 46 127 3,248 25 11,634 258 Gerhard Oswald(until 12/31/2016)82 53 0 342 0 378 10 Stefan Ries(until 5/31

226、/2020)61 230 80 1,497 20 523 65 Earnings Indicators Total Revenue SAP Group(Non-IFRS)12 1 2 29,520 11 31,207 6 Total Revenue SAP SE (German Commercial Code)7 4 5 17,786 16 19,018 7 Operating Profit SAP Group(Non-IFRS)15 1 1 7,989 2 8,722 9 Net Income SAP SE (German Commercial Code)31 87 8 1,912 29 4

227、,766 149 Average Annual Compensation of Employees SAP Group 21 12 13 139 4 156 12 1 SAP Group(non-IFRS)2022 and 2023 from continuing operations 32/34 Compensation Report 2023 Compensation for Supervisory Board Members Compensation System Supervisory Board members compensation is governed by our Arti

228、cles of Incorporation,section 16.By resolution of our Annual General Meeting of Shareholders on May 11,2023,the section was changed.It now provides for additional compensation for the newly established role of a Lead Independent Director.Each member of the Supervisory Board receives,in addition to t

229、he reimbursement of their expenses,an annual basic compensation of 165,000.The chairperson receives 275,000 and the deputy chairperson 220,000 annually.In addition,we reimburse members of the Supervisory Board for the value-added tax payable on their compensation.For membership of the Audit and Comp

230、liance Committee,Supervisory Board members receive an additional fixed annual compensation of 50,000,and for membership of any other Supervisory Board committee 35,000,provided that the committee concerned has met in the year.The chairperson of the Audit and Compliance Committee receives 95,000,and

231、the chairpersons of the other committees receive 50,000.If a deputy chairperson is appointed for a committee,he or she receives 43,500 per year,and 72,500 per year for the Audit and Compliance Committee.The fixed remuneration is payable after the end of the year.If the Supervisory Board appoints a L

232、ead Independent Director,the Lead Independent Director shall receive compensation of 50,000 per year in addition to his or her basic compensation and in addition to his or her compensation for any memberships in committees.Any members of the Supervisory Board who have served for less than the entire

233、 year receive one-twelfth of the annual compensation for each month of service commenced.This also applies to the increased compensation for the chairperson and the deputy chairperson(s)and to the compensation for the chairperson,any possible deputy chairperson,the members of a committee,and to the

234、additional compensation for the Lead Independent Director.Supervisory Board Members Compensation in 2023 thousands 2023 2022 Fixed Compen-sation%of Total Compensation for Committee Work%of Total Total Fixed Compen-sation%of Total Compensation for Committee Work%of Total Total Prof.Dr.h.c.mult.Hasso

235、Plattner(Chairperson)275.0 64.0 155.0 36.0 430.0 275.0 62.6 164.2 37.4 439.2 Lars Lamad(Deputy Chairperson)220.0 67.7 105.0 32.3 325.0 220.0 67.7 105.0 32.3 325.0 Manuela Asche-Holstein 165.0 57.9 120.0 42.1 285.0 165.0 64.5 90.8 35.5 255.8 Aicha Evans 165.0 51.6 155.0 48.4 320.0 165.0 51.6 155.0 48

236、.4 320.0 Prof.Dr.Gesche Joost(until 5/11/2023)68.8 70.3 29.2 29.8 97.9 165.0 70.2 70.0 29.8 235.0 Margret Klein-Magar 165.0 57.9 120.0 42.1 285.0 165.0 57.9 120.0 42.1 285.0 Monika Kovachka-Dimitrova 165.0 61.1 105.0 38.9 270.0 165.0 61.1 105.0 38.9 270.0 Peter Lengler 165.0 57.9 120.0 42.1 285.0 16

237、5.0 57.9 120.0 42.1 285.0 Jennifer Xin-Zhe Li(from 5/18/2022)165.0 55.9 130.0 44.1 295.0 110.0 60.8 70.8 39.2 180.8 Bernard Liautaud(until 5/18/2022)NA NA NA NA NA 68.8 70.3 29.2 29.8 97.9 Dr.Qi Lu 165.0 61.1 105.0 38.9 270.0 165.0 61.1 105.0 38.9 270.0 Gerhard Oswald 165.0 51.4 156.3 48.6 321.3 165

238、.0 59.7 111.2 40.3 276.2 Christine Regitz 165.0 59.2 113.5 40.8 278.5 165.0 59.2 113.5 40.8 278.5 Dr.h.c.Punit Renjen(from 5/11/2023)146.7 64.5 80.9 35.6 227.5 NA NA NA NA NA Dr.Friederike Rotsch 165.0 42.9 220.0 57.1 385.0 165.0 49.3 170.0 50.7 335.0 Heike Steck 165.0 56.3 128.3 43.7 293.3 165.0 61

239、.1 105.0 38.9 270.0 33/34 Compensation Report 2023 thousands 2023 2022 Fixed Compen-sation%of Total Compensation for Committee Work%of Total Total Fixed Compen-sation%of Total Compensation for Committee Work%of Total Total Helmut Stengele 165.0 100.0 0 0 165.0 165.0 100.0 0 0 165.0 Dr.Rouven Westpha

240、l 165.0 53.4 143.8 46.6 308.8 165.0 51.0 158.3 49.0 323.3 Dr.Gunnar Wiedenfels 165.0 55.0 135.0 45.0 300.0 165.0 53.3 144.6 46.7 309.6 James Wright 165.0 57.9 120.0 42.1 285.0 165.0 57.9 120.0 42.1 285.0 Total 3,185.4 2,241.9 5,427.3 3,148.8 2,057.7 5,206.4 In 2023,we received services from members

241、of the Supervisory Board(including services from employee representatives on the Supervisory Board in their capacity as employees of SAP)in the amount of 1,959,000(2022:1,855,000).Long-Term Incentives for the Supervisory Board We do not offer members of the Supervisory Board share-based payment for

242、their Supervisory Board work.Any share-based payment awards received by employee-elected members relate to their position as SAP employees and not to their work on the Supervisory Board.Supervisory Board:Other Information We did not grant any compensation advance or credit to,or enter into any commi

243、tment for the benefit of,any member of our Supervisory Board in 2023 or the previous year.Hasso Plattner,the chairperson of the Supervisory Board,entered into a consulting contract with SAP after joining the Supervisory Board in May 2003.The contract does not provide for any compensation.The only co

244、st we incurred under the contract was the reimbursement of expenses.As far as the law permits,we indemnify Supervisory Board members against,and hold them harmless from,claims brought by third parties.To this end,we maintain directors and officers(D&O)group liability insurance.In accordance with our

245、 Articles of Incorporation,the premiums for the insurance policy are paid by SAP.34/34 Compensation Report 2023 Comparative Information on the Change of Compensation and Company Performance The following table discloses the relative change in compensation of active as well as former Supervisory Boar

246、d members,the average compensation of the SAP employees(full-time equivalents),and year-over-year changes in selected earnings indicators.2019 to 2018 2020 to 2019 2021 to 2020 20221)2022 to 2021 20231)2023 to 20221)Change in%Change in%Change in%thousands Change in%thousands Change in%Current Superv

247、isory Board Members Prof.Dr.h.c.mult.Hasso Plattner (Chairperson)10 4 1 439 27 430 2 Lars Lamad (Deputy Chairperson(from 1/1/2022)0 0 6 325 64 325 0 Manuela Asche-Holstein(from 7/8/2021)NA NA NA 256 200 285 11 Aicha Evans(from 7/1/2017)2 0 6 320 52 320 0 Margret Klein-Magar (Deputy Chairperson until

248、 12/31/2021)2 0 4 285 10 285 0 Monika Kovachka-Dimitrova(from 5/15/2019)NA 50 1 270 42 270 0 Peter Lengler(from 8/10/2021)NA NA NA 285 255 285 0 Jennifer Xin-Zhe Li(from 5/18/2022)NA NA NA 181 NA 295 63 Dr.Qi Lu(from 12/21/2020)NA NA 1,288 270 41 270 0 Gerhard Oswald(from 1/1/2019)NA 6 3 276 24 321

249、16 Christine Regitz 4 1 5 279 34 279 0 Dr.h.c.Punit Renjen(from 5/11/2023)NA NA NA 0 NA 219 NA Dr.Friederike Rotsch(from 5/17/2018)62 3 8 335 44 385 15 Heike Steck(from 5/15/2019)NA 50 9 270 32 270 0 Helmut Stengele(from 10/29/2021)NA NA NA 165 300 165 0 Dr.Rouven Westphal(from 5/12/2021)NA NA NA 32

250、3 133 309 4 Dr.Gunnar Wiedenfels(from 5/15/2019)NA 50 0 310 52 300 3 James Wright(from 5/15/2019)NA 50 0 285 40 285 0 Former Supervisory Board Members Prof.Dr.Gesche Joost(until 5/11/2023)0 0 0 235 26 98 58 Earnings Indicators Total Revenue SAP Group(Non-IFRS)12 1 2 29,520 11 31,207 6 Total Revenue

251、SAP SE (German Commercial Code)7 4 5 17,786 16 19,018 7 Operating Profit SAP Group(Non-IFRS)15 1 1 7,989 2 8,722 9 Net Income SAP SE (German Commercial Code)31 87 8 1,912 29 4,766 149 Average Annual Compensation of Employees SAP Group 21 12 13 139 4 156 12 1 SAP Group(non-IFRS)2022 and 2023 from continuing operations