Corporate Governance

An effective Corporate Governance is crucial for the management of a company’s business affairs as well as for capital market communication. This has always been of utmost significance to Evotec. Our commitment to complying with high Corporate Governance standards is our chance to:

• Demonstrate our dedication to well-balanced and transparent rules to the market participants and to
• Internally emphasise the importance of our clearly defined management tools and responsibilities.

Declaration of Compliance by the Management Board and Supervisory Board with the German Corporate Governance Code for the year 2018 as required under sec. 161 of the German Stock Corporation Act (AktG)

The German Corporate Governance Code in its current version as of 07 February 2017 (the ‘Code’) sets forth substantial legal requirements for the management and supervision of listed German companies. The rules are based to a large extent on internationally recognized standards for sound and responsible company management.

The general key principles of sound Corporate Governance are: observance of shareholder and employee interests, effective cooperation between the Management Board and the Supervisory Board and open and transparent communication.

With the following exceptions, Evotec complies with all recommendations of the Code and the majority of the Code’s suggestions. In December 2018, Evotec’s Management Board and Supervisory Board declared in accordance with Section 161 of the German Stock Corporation Act (AktG):

“Evotec AG has complied in 2018 with the recommendations of the Governmental Commission on the German Corporate Governance Code (the “Code”) as published in the official section of the Federal Gazette and intends to comply in the future with the recommendations of the Code, with the following exceptions:

• Pursuant to Section 4.2.3 of the Code, the monetary remuneration of the Management Board members comprises fixed and variable components. Variable remuneration components consist of a one-year variable remuneration determined by a bonus scheme and a long-term so-called Share Performance Plan scheme approved by the Annual General Meetings 2012, 2015 and 2017. The Share Performance Plans have a multiple-year assessment basis that has essentially forward-looking characteristics, whereas the bonus scheme is based on the achievement of certain strategic targets set by the Supervisory Board for a certain financial year.
• The Share Performance Plans comply with the recommendations set forth in Section 4.2.3 of the Code. In particular, they refer to specific key performance indicators and define a “Maximum Target”. However, as the issuance of awards under the Share Performance Plans 2012 and 2015 after the four-year vesting period is effected in shares, there is a cap for the number of awards upon allocation, but no other cap for the value of the allocated shares. That value will only be determined by the share price at that time. The Share Performance Plan 2017 has introduced a cap with a maximum level of 350% of the contractual issue value and therefore complies in all respects with the Code.
• Stock options issued in existing stock option programmes before their replacement by the Share Performance Plans remain valid. While the exercise of options under these stock option programmes requires an increase of the share price, the exercise is not related to other relevant comparison parameters as recommended in Section 4.2.3 of the Code. This decision is based on the lack of relevant comparison benchmarks in the field of German Biotech at the time when the stock option programmes were created.
• The Company’s D&O insurance and the deductible for members of the Management Board contained therein are in line with Section 3.8 of the Code and with the regulations of the Act on the Appropriateness of Management Board Compensation (VorstAG) that was enacted in 2009. However, for members of the Supervisory Board, the D&O insurance contains a “reasonable” deductible as foreseen by the version of the Code in force before its version published on 05 August 2009. The Company has decided to maintain this reasonable deductible. This decision was made in view of the Company’s interest to attract international expertise for its Supervisory Board and the fact that a deductible for non-executive directors is not very common in international practice. Whilst a lot of the German companies quoted on the TecDAX do not have a respective deductible at all, the Company believes that a reasonable deductible is a good compromise.”

Hamburg, December 2018

Management Board            Supervisory Board

Declaration of Corporate Management (§§ 289f, 315d HGB)

The actions of Evotec AG’s management and oversight bodies are determined by the principles of good and responsible Corporate Governance. In this declaration, the Management Board – also acting on behalf of the Supervisory Board – provides its report on corporate management in the Group pursuant to sections 289f, 315d of the German Commercial Code (HGB) and pursuant to subsection 3.10 of the German Corporate Governance Code. Our aim is to present our corporate management principles as clearly and concisely as possible.

Declaration of compliance and reporting on Corporate Governance

Declaration of compliance

With the following exceptions, Evotec complies with all recommendations of the Code and the majority of the Code’s suggestions. In December 2018, Evotec’s Management Board and Supervisory Board declared in accordance with Section 161 of the German Stock Corporation Act (AktG):  

"Evotec AG has complied in 2018 with the recommendations of the Governmental Commission on the German Corporate Governance Code (the “Code”) as published in the official section of the Federal Gazette and intends to comply in the future with the recommendations of the Code, with the following exceptions:  

• Pursuant to Section 4.2.3 of the Code, the monetary remuneration of the Management Board members comprises fixed and variable components. Variable remuneration components consist of a one-year variable remuneration determined by a bonus scheme and a long-term so-called Share Performance Plan scheme approved by the Annual General Meetings 2012, 2015 and 2017. The Share Performance Plans have a multiple-year assessment basis that has essentially forward-looking characteristics, whereas the bonus scheme is based on the achievement of certain strategic targets set by the Supervisory Board for a certain financial year.
• The Share Performance Plans comply with the recommendations set forth in Section 4.2.3 of the Code. In particular, they refer to specific key performance indicators and define a “Maximum Target”. However, as the issuance of awards under the Share Performance Plans 2012 and 2015 after the four-year vesting period is effected in shares, there is a cap for the number of awards upon allocation, but no other cap for the value of the allocated shares. That value will only be determined by the share price at that time. The Share Performance Plan 2017 has introduced a cap with a maximum level of 350% of the contractual issue value and therefore complies in all respects with the Code.
• Stock options issued in existing stock option programmes before their replacement by the Share Performance Plans remain valid. While the exercise of options under these stock option programmes requires an increase of the share price, the exercise is not related to other relevant comparison parameters as recommended in Section 4.2.3 of the Code. This decision is based on the lack of relevant comparison benchmarks in the field of German Biotech at the time when the stock option programmes were created. 
• The Company’s D&O insurance and the deductible for members of the Management Board contained therein are in line with Section 3.8 of the Code and with the regulations of the Act on the Appropriateness of Management Board Compensation (VorstAG) that was enacted in 2009. However, for members of the Supervisory Board, the D&O insurance contains a “reasonable” deductible as foreseen by the version of the Code in force before its version published on 05 August 2009. The Company has decided to maintain this reasonable deductible. This decision was made in view of the Company’s interest to attract international expertise for its Supervisory Board and the fact that a deductible for non-executive directors is not very common in international practice. Whilst a lot of the German companies quoted on the TecDAX do not have a respective deductible at all, the Company believes that a reasonable deductible is a good compromise."

The current Declaration of Compliance with the German Corporate Governance Code and the declarations of the past five years can be found on Evotec’s website (www.evotec.com) in the Invest section.

Relevant management practices and compliance

Relevant management practices

Evotec takes its Corporate Governance responsibilities very seriously. As a consequence of its shares’ listing at the Frankfurt Stock Exchange and its international shareholder base, the Company recognises not only German but also international Corporate Governance standards, insofar as German law does not explicitly stipulate otherwise. Evotec’s Management and Supervisory Boards are convinced that complying with rigorous Corporate Governance standards is of great benefit to the Company. It includes integrity in the dealings with employees, business associates, shareholders and the public, expressed in Evotec’s own exemplary conduct. As a service provider, Evotec has to win and retain the trust of its customers and business associates through impeccable behaviour. The Group’s aim is to be credible, solid and reliable and act accordingly. Thus Evotec regularly reviews and enhances its Corporate Governance practices.

Within the frame of strategical determination by the Management Board, specific goals are established and communicated. To accomplish our targets, we rely on the enterprise and initiative of our managers and employees. We achieve consensus on clearly defined objectives, and we regularly monitor how well we are meeting them. These agreements on aims are a fundamental component of our leadership philosophy and a crucial element of our remuneration system.

Code of conduct

Evotec’s corporate culture is committed to the highest standards of openness, integrity and accountability. A key element of integrity is compliance, which means adherence to both, the applicable laws and Company’s internal policies. Evotec’s commitment to a compliance-oriented culture is reflected in the Company’s Code of Conduct, which stipulates fundamental ethical principles, such as integrity and professionalism, that apply to board members and other employees alike.

The Code of Conduct sets standards for:

• Accounting and the permissible use of the Company’s funds and assets;
• Compliance with insider trading laws and prevention of conflicts of interest;
• Compliance with antitrust legislation;
• Compliance with anti-corruption laws and associated internal guidelines;
• A work environment free of any form of discrimination and harassment;
• Non-disclosure and protection of intellectual property and business secrets; and
• The duty to report upon the suspicion of an infringement of the Code of Conduct (whistle-blowing).

Evotec does not tolerate any violation of applicable laws or internal policies.

The Code of Conduct is published on the Evotec website (www.evotec.com) in the Invest section.

Compliance organisation

The Compliance Programme of Evotec AG is overseen by the Company’s Compliance Officer, functioning as an independent and objective body that reviews and evaluates compliance issues/concerns within the organisation and is regularly trained via a group-wide electronic Compliance Training or face-to-face trainings for the Aptuit entities tailored to the specific compliance issues and associated risks at the Company. The aim is to maintain permanent compliance awareness within all areas of Evotec’s business to ensure that any decision is in line with Evotec’s compliance best practices and to mitigate compliance risks. Said training is mandatory for all board members and other employees. The Company’s Compliance Officer monitors the participation in the training at regular intervals.

The Compliance Office helps to communicate the values underlying the Code of Conduct and anchor them firmly in the Group. It ensures Group-wide implementation of the Compliance Programme.

Another important aspect of accountability and transparency is a mechanism to enable all Evotec employees to voice concerns in a responsible and effective manner. Suspected compliance violations can be reported to an employee’s responsible line manager, the Company’s Compliance Officer or may also be reported to a worldwide compliance (whistle-blowing) hotline which is available 24 hours a day, 7 days a week. The latter can also be done anonymously. In 2018, no reports via the central compliance hotline were registered. For the Aptuit entities, it is planned to be integrated in such compliance hotline in 2019.

Evotec also complies with the financial market rules. The Company maintains an ad hoc Committee, which consists of the Chief Financial Officer, the General Counsel, the Head of Investor Relations and the assistant to the Board. This committee examines the ad hoc relevance of insider information and ensures that Evotec complies with the law.

Risk management

An important element of sound Corporate Governance is dealing responsibly with risks. Evotec has established an effective risk and opportunities management system that enables the Management Board to detect and react to relevant risks and market developments in good time. The Management Board reports on these to the Supervisory Board. The Company’s risk and opportunities management system and policies are covered by the annual audit of financial statements. Details can be found in the Management Report of the Evotec Annual Report (www.evotec.com, Invest section). It also contains the report on the accounting-related internal control and risk management system required in accordance with the German Accounting Modernisation Act (BilMoG).

These systems are continually developed, adjusted to match changes in overall conditions and reviewed by the auditors. The Management Board regularly informs the Supervisory Board about existing risks and the development of these risks.

Transparency

Evotec AG informs its shareholders, financial analysts, the media and the public on a regular basis about its progress. In doing so, the Company complies with all requirements of the Code regarding transparency, timeliness, openness and shareholder equality. Evotec is committed to fair disclosure of information and its communication is governed by a Company Disclosure Policy. It is a prime concern of the Company that all relevant target groups receive the same information at the same time, and this implies communicating in both English and German. The Company’s publications are available on its website www.evotec.com in the Invest section.

This section of Evotec’s website maintains information such as news releases, the financial calendar containing the publication dates of the financial statements, investor relations conferences, annual and quarterly reports, other regulatory news and regularly updated corporate governance information. This section of the website also includes the Articles of Association, the Rules of Procedure of the Supervisory Board, the Audit Committee Charter, the Code of Conduct, the Insider Trading Policy and all declarations of compliance.

Moreover, the Company website at www.evotec.com provides comprehensive information on the Evotec Group and the Evotec share.

Accounting and auditing

On a regular basis, Evotec provides financial and business information to its shareholders and other interested parties by publishing its annual Consolidated Financial Statements and quarterly reports. As an incorporated company whose registered head office is located within the European Union, Evotec AG must prepare and publish Consolidated Financial Statements in accordance with the International Financial Reporting Standards (IFRS) whilst observing Section 315a HGB (German Commercial Code). The Consolidated Financial Statements of the Evotec Group and the financial statements of Evotec AG are audited by the audit firm and the Supervisory Board. The audit firm is appointed by the shareholders at the Annual General Meeting and commissioned by the Supervisory Board. It participates at the Supervisory Board’s deliberations on the financial statements and reports the most significant results of its audit. The Audit Committee uses this information as a guideline for its own evaluation of the statements and reports.

The disclosed financial statements and the management reports for Evotec AG, as well as the Consolidated Financial Statements together with the consolidated management report of the Evotec Group, are audited by Ernst & Young GmbH Wirtschaftsprüfungsgesellschaft, Hamburg. These audits also covered risk management and compliance with reporting requirements concerning corporate governance pursuant to section 161 of the German Stock Corporation Act. Following its consultations, the Supervisory Board also approves the financial statements and the Consolidated Financial Statements.

Working methods of the Management Board and Supervisory Board

Composition and working methods of the Management Board and Supervisory Board

As part of its conversion process from a German Stock Corporation (“AG”) to a European Company (Societas Europaea, “SE”), Evotec has decided to maintain its two-tier system with clear separation of management through the Management Board (“Vorstand”), and control through the Supervisory Board (“Aufsichtsrat”). The Management Board is responsible for managing Evotec and representing the Company in its dealings with third parties, while the Supervisory Board appoints and dismisses the members of the Evotec Management Board and oversees the management of the Company. German law prohibits the Supervisory Board from making management decisions. The two boards, however, work closely together to achieve long-term and sustainable growth for the Company and to create shareholder value. They agree on the Company’s strategy and on business transactions that are significant. The Annual General Meeting (“AGM”; “Hauptversammlung”) is the company body representing the interests of the shareholders.

Management Board (“Vorstand”)

The Management Board of Evotec AG is responsible for the day-to-day operations of the Company and is supported by the Management Team. In its business operations and decisions, the Management Board acts on behalf of the Company and works towards its progress with the objective of sustainable creation of value, thus taking into account the interests of the shareholders, the employees and other stakeholders. The Management Board is appointed by the Supervisory Board.

The Management Board is responsible for corporate policy, the company’s strategic orientation, financial, investment and personnel planning, resource allocation and the management of the divisions. The Management Board is responsible for preparing the quarterly Consolidated Financial Statements and the annual Consolidated Financial Statements, as well as the annual financial statements of Evotec AG. It is also responsible for the establishment of an effective risk management system, cares for compliance with legal requirements and internal guidelines. 

Under Evotec’s Articles of Association, the Supervisory Board determines the size of the Management Board, which must have at least one member under the German Stock Corporation Act. The Evotec Management Board consists, in addition to the CEO, of three further board members. In accordance with a suggestion of the Code, new members are appointed for up to three years; however, prolongations of existing contracts might be up to five years as currently agreed with the Chief Executive Officer and for its new contract with the Chief Scientific Officer. Management Board members may be reappointed and may be dismissed with good cause prior to the termination of their terms of office. Members of Evotec’s Management Board have not accepted more than a total of three Supervisory Board mandates in non-Group listed companies or in supervisory bodies of companies with similar requirements. The Articles of Association can be found on Evotec’s website under www.evotec.com in the Invest section.

With regards to diversity within the Management Board, it has to be taken into account that Evotec works in a globalised industry and has a broad and international customer base. Therefore, the Supervisory Board selects Management Board members regardless of gender, nationality or age; instead, the focus lies on their qualifications and work experience only. However, for the first time in 2015, the Supervisory Board of Evotec AG set a target quota of 0% female members on the Management Board in accordance with § 111 section 5 AktG. This target quota was confirmed in 2017 for a further five-year period. In accordance with § 76 section 4 AktG, the Management Board of Evotec AG set a target quota of 30% female members in the first and second management levels below the Management Board, which were both achieved by 30 June 2017. This target quota was confirmed for a further five-year period as well.

The activities of the Management Board are regulated by its internal Rules of Procedure, which set out the matters reserved for the full Management Board, the responsibilities of the areas of responsibility and the majorities necessary for passing resolutions.

Meetings of the Management Board shall be called by the Chairman of the Board. Each member of the Management Board may request that an extraordinary meeting of the Management Board be called outside its regular meetings. The board meetings are chaired by the Chairman of the Management Board, who also coordinates the areas of responsibility. Persons who are not board members can, if so resolved by the Management Board, be admitted to board meetings in a consultative capacity.

Brief minutes have to be made of material discussions and resolutions. Resolutions of the Management Board will be carried regularly at its meetings. Resolutions may also be carried without a meeting, however, in writing, by telex or by telephone. The Management Board shall be quorate if a majority of its Members vote on a resolution. Resolutions of the Management Board shall be passed by a simple majority. Should there be a tie, the CEO shall decide. 

The Management Board also provides continuous updates to the Supervisory Board through regular verbal and written reports that includes in depth analysis of the status of operations. The information provided includes written monthly management reports with extensive coverage of the Company’s financial figures for the previous month, accompanied by detailed comments and explanatory text. In addition, the Management Board must submit a budget for the following fiscal year and a plan for the medium term to the Supervisory Board. The Management Board is also required to report to the Supervisory Board in a timely fashion on any transactions that may be significant with respect to the profitability or liquidity of the Company in order to give the Supervisory Board an opportunity to express its opinion on such transactions prior to their implementation. 

The Chairman of the Supervisory Board and the Chief Executive Officer as well as other members of the Management Board discussed current and ongoing topics via numerous conference calls, carried out whenever appropriate. 

Details on the Management Board are provided on Evotec’s website under www.evotec.com; section ‘About’. 

Supervisory Board (“Aufsichtsrat”)

Following the Articles of Association, the Evotec Supervisory Board consists of six members. The members of the Evotec Supervisory Board have been elected at the AGMs 2014, 2015 and 2017. Evotec’s Supervisory Board members were, in accordance with the Code’s recommendations regardless of gender, nationality or age, appointed on the basis of their qualifications, work experience, independence and diversity.

However, the Supervisory Board has specified concrete objectives regarding diversity and a corresponding competence profile regarding its composition, which are ensured when making proposals to the AGM for election or re-election of new Supervisory Board members. These objectives stipulate that the activities of the Company shall be represented by having a majority of independent Supervisory Board members with national and international experience in the respective fields of (i) Research and Development, (ii) Finance, Capital markets, Legal, Corporate Governance, (iii) Marketing and Sales and Operations and (iv) Healthcare Economy/Public Health. Potential conflict-of-interest situation(s) shall be avoided by deploying the highest scrutiny when assessing potential candidates. In addition, the Supervisory Board shall ensure that the individual age of a candidate shall not exceed 72 years at the time of the proposal. Diversity with regard to female representation shall be ensured by having a target quota of 30% female members of the Supervisory Board. Finally, the Supervisory Board has agreed on two full terms as the regular limit of length of membership to the Supervisory Board. Overall, the Supervisory Board shall be composed in such a way that the majority of its members are independent and that its members as a group possess the knowledge, ability and expert experience required to properly complete its tasks.

Currently, the composition of Evotec’s Supervisory Board fulfils all those objectives: all six members are considered as independent in accordance with Section 5.4.2 of the Code, four nationalities are represented and there are two female members.

The Members of the Supervisory Board are elected by the shareholders by a simple majority of the votes cast at an Annual General Meeting. The Supervisory Board appoints a Chairman and one Vice Chairmen from among its members. The members of the Supervisory Board are elected for five years and may be re-elected. The term of the current members of the Evotec Supervisory Board will expire at the end of the AGM held in the year 2019.

The Supervisory Board advises and oversees the Management Board in the management of the Company. Based upon regular consultations with the Management Board, the Supervisory Board is involved in strategic and planning decisions and all decisions of fundamental importance to the Company. 

Furthermore and upon request, the Supervisory Board Chair is available to discuss Supervisory Board-related issues with investors.

In accordance with the internal rules of procedure, decisions taken by the Management Board on major transactions such as issues, which by corporate law require the Supervisory Board to decide, the strategic and operational direction of the Company, the annual budget, major acquisitions, investment or licence agreements, establishing and acquiring companies or material changes to the Group structure (either by +/- 5% of ownership or to the effect that control in such entity is assumed or lost), business contracts outside the Company’s ordinary course of business that have significantly different risk profiles as well as establishing new business operations or significantly revising existing business operations, require the approval of the Supervisory Board.

The Chairman of the Supervisory Board coordinates the work in the Supervisory Board, calls and chairs its meetings and externally represents the concerns of the body.

The articles of association provide that while resolutions shall typically be passed in meetings, however, upon the Chairman’s instruction resolutions can be passed without a meeting by written notice, by telephone, facsimile, e-mail or by other conventional means of communication. The articles of association further provide that more than half of the members of the Supervisory Board must participate in voting on a resolution to constitute a quorum. If such a quorum is not met a new meeting shall be called with a notice period of two weeks, in which case three present board members constitute a quorum. Absent members may participate in a resolution by delivering a written vote to the Supervisory Board. Unless otherwise required by law or by the articles of association, resolutions of the Supervisory Board are passed by a simple majority of the votes cast. 

The Supervisory Board has its own internal rules of procedure (see www.evotec.com; Invest section) and complies with the Code’s suggestion to hold occasional separate discussions.

In 2018, a conflict of interest in the Supervisory Board existed in an undisclosed matter and the respective Supervisory Board member did not participate in the respective discussion. No decision was taken.

On a regular basis the Supervisory Board examines the efficiency of its activities as recommended in the Corporate Governance Code. To date all such audits have led to the conclusion that the Supervisory Board is organised efficiently and that the Management Board and the Supervisory Board interact efficiently and effectively. 

An overview of its work can be found in the Report of the Supervisory Board, which can be found in the Management Report in the Evotec Annual Report on the website of the Company under www.evotec.com in the Invest section.

Information on the professional affiliations of board members and on related party transactions can be found in the Annual Report of the Company. In addition, details on the Supervisory Board are provided on Evotec’s website under www.evotec.com; section ‘About’.

Work in Supervisory Board Committees

A significant proportion of the Supervisory Board’s work is conducted in committees. From among its members, Evotec’s Supervisory Board has established, pursuant to the German Stock Corporation Act and the recommendations of the Code, an Audit Committee as well as a Remuneration and Nomination Committee. Members of both committees are appointed in accordance with the Code.

For information about the composition of the Supervisory Board Committees please see the website of the Company under www.evotec.com in the Invest section.

Evotec’s Audit Committee, comprising three members, supports the Supervisory Board in independently monitoring the Company’s financial reporting activities and in auditing reports. In particular, the Audit Committee scrutinises the Company’s accounting processes, the effectiveness of the internal control system and the audit. In addition, it discusses the quarterly and half-year reports with the Management Board. Within the scope of the audit of the financial statements commissioned by the Supervisory Board, the Audit Committee also discusses certain steps and procedures of the audit with the appointed auditing firm, including the auditors’ independence, the additional services rendered by the auditor, the issuing of the audit mandate to the auditing firm, the determination of auditing focal points, the fee agreement and compliance issues.

The members of the Audit Committee possess the required skills and experience. As a Chief Financial Officer, the Audit Committee’s Chairman Bernd Hirsch not only is independent, but also has the required specialist knowledge and experience in the application of accounting principles and internal control processes. Neither the Chairman of the Supervisory Board nor a former member of the Management Board may become Chairman of the Audit Committee. Evotec’s Audit Committee Charter can be found on the Company’s website (www.evotec.com) in the Invest section.

The committee meets at least four times annually. The audit committee shall have a quorum if at least two of its members participate in the passing of a resolution. Resolutions require a simple majority of the votes cast. Evotec’s Audit Committee Charter can be found on the Company’s website (www.evotec.com) in the Invest section.

The main duties and responsibilities of the Company’s Remuneration and Nomination Committee are to prepare the appointment of Management Board members and to prepare recommendations concerning their remuneration system and Share Performance Plan. Final decisions are made by the full Supervisory Board.

Remuneration of Board members

Evotec complies with the recommendations of the Corporate Governance Code to provide details of the remuneration of each individual member of the Management Board and the Supervisory Board. Detailed information on the remuneration of Management Board members, divided into fixed and variable compensation components as well as any fringe benefits, and remuneration of Supervisory Board members is reported in a separate section of the Management Report (“Remuneration Report”) of the Evotec Annual Report. The Evotec Annual Report is available on the website of the Company under www.evotec.com in the Invest section. The remuneration of the Board Members is also publicised on Evotec’s website under www.evotec.com in the Invest section.

Evotec procured directors and officer’s liability insurance cover for its Management and Supervisory Board members, its senior management and the directors of its subsidiaries at a cost to the Company. For the members of Supervisory Board, an appropriately sized deductible, and for the members of the Management Board, a deductible in line with the stipulations of the legal provisions of the VorstAG, were agreed upon.

Shareholders and Annual General Meeting (AGM)

Evotec AG shareholders exercise their co-determination and monitoring rights at the AGM, convened at least once a year. The AGM takes decisions on all statutory matters that are binding on all shareholders and the Company. For voting on resolutions, each share confers one vote.

All shareholders registering in due time are entitled to participate in the AGM. Evotec offers shareholders who are unable to attend the AGM the opportunity to access key parts of the event live on the internet. The Company also encourages non-attendees to exercise their voting rights by arranging independent proxies who are bound to the shareholders’ instructions. Shareholders may also authorise a person of their choice to represent them at the meeting. 

The invitation to the AGM and the reports and information required for voting are published in accordance with the provisions of the German Stock Corporation Act and provided in German and English on Evotec’s website under www.evotec.com in the Invest section.

Directors’ Dealings

Under the European Market Abuse Regulation, the members of the Supervisory Board and the Management Team of Evotec as well as persons who have a close relationship with these persons are obligated to report trading in Evotec stock so far as the transactions exceed in aggregate € 5,000.00 (the de minimus threshold) per calendar year. In addition, Evotec has established an Insider Trading Policy (see www.evotec.com; Invest section) that sets standards for board members’ and employees’ trading in Evotec shares and thus ensures transparency. 

During 2018, the following Directors’ Dealings were reported:

Directors' Dealings

Notification about Directors’ Dealings under article 19 European Market Abuse Regulation (MAR)

• Information about the transaction with duty of notification
• Description of the financial instrument: Share
• ISIN of the financial instrument: DE0005664809

Remuneration report

The remuneration report describes the Company’s remuneration structure and provides information about payments to the board members in accordance with the requirements of the German Corporate Governance Code (the “Code”). It is part of both the Consolidated Financial Statements and the Corporate Governance report.

Remuneration of the Management Board

The total annual compensation of the individual members of the Management Board is fixed by the Supervisory Board and is composed of performance-unrelated and performance-related components.

As a principle, Management Board compensation is awarded based on an assessment of performance that is oriented towards the sustainable growth of Evotec. The criteria for determining the amount of compensation awarded include the tasks of the individual members of the Management Board, their personal performance, the economic situation of the Company, the performance and outlook of Evotec as well as the comparative level of compensation at peer companies and the compensation structure in place in other areas of the Company. Moreover, the Supervisory Board considers the Management Board compensation relative to that of senior management as well as the staff overall, particularly in terms of its development over time.

Following section 4.2.3 of the Code, there is a monetary cap for the total compensation, both for overall and for individual compensation components. Deviating from that, the Share Performance Plans 2012 and 2015 as approved by the AGMs in 2012 and 2015 include a maximum regarding the number of share-based awards (Share Performance Awards, “SPA”) upon allocation. The monetary value of the allocated shares is determined by the share price after the expiration of the vesting period. The Share Performance Plan 2017 has a monetary cap with a maximum level of 350% of the contractual SPA issue value and therefore complies with the Code in all respects.

A benchmarking against other biotech companies and members of the TecDAX index is conducted on a periodic basis and prior to each renewal of the management contracts. A benchmarking includes monetary aspects and current corporate governance best practices. Based on this benchmarking, the Supervisory Board considers the current remuneration system and its fixed and variable compensation levels with regards to the duties and responsibilities of the Management Board members and decides on adjustments of the management contracts. As an example of the consequence of this practice, a clawback clause has been added to those Management contracts that have been recently renewed.

In accordance with good corporate practice, the Supervisory Board of Evotec AG proposed the system of remunerating members of the Management Board for approval to the AGMs in 2012 and in 2017 (“say on pay”). At both AGMs, the majority of the shareholders and shareholder representatives voted in favour of this agenda item.

Performance-unrelated remuneration

Performance-unrelated remuneration includes base salaries as fixed compensation paid in 12 monthly instalments at the end of each month and fringe benefits such as pension allowances, contribution to commuting expenses, contributions to certain premiums for insurance policies as well as the benefit derived from the private use of a company car or a car allowance. In addition to the aforementioned remuneration, business-related private payments, expenditures and expenses are reimbursed.

Performance-related remuneration

The performance-related remuneration components consist of a one-year variable compensation (“STI”) determined by a bonus scheme and a long-term Share Performance Plan, which was approved by the AGMs 2012, 2015 and 2017. The one-year variable remuneration is determined by a bonus scheme based on the achievement of certain targets specified by the Remuneration and Nomination Committee of the Supervisory Board and subsequently approved by the Supervisory Board for each financial year. The Share Performance Plans are based on a forward-looking, multi-year assessment period.

The target bonuses for the one-year variable compensation for 2017 and for 2018 for the Chief Executive Officer are capped at 100% of the fixed remuneration, for the Chief Operating Officer at 75% of the fixed remuneration, for the Chief Scientific Officer at 70% and for the Chief Financial Officer at 55% of the fixed remuneration. 

Based on the decision of the Supervisory Board, the bonus paid to Dr Werner Lanthaler, Dr Cord Dohrmann, Dr Mario Polywka and Enno Spillner in March 2018 was based on the achievement of clearly measurable corporate objectives for 2017 equally set for each Management member rather than individual objectives. The 2017 corporate objectives related to growth in total revenues, adjusted EBITDA and R&D expenses set in accordance with the guidance set for 2017. This was, among other things, to be achieved by strengthening EVT Execute via integration and expansion of the Cyprotex business that was acquired in December 2016 and via increased leveraging of the capacities of Evotec (France) in Toulouse. For EVT Innovate, the first milestone in the collaboration with Celgene that was signed in December 2016 was to be achieved in 2017 and to build one new academic BRIDGE. In its March 2018 meeting, the Supervisory Board reviewed the achievement of these corporate objectives 2017 and considered them as 100% achieved. This led to a 100% bonus pay-out in March 2018.

The bonus for the achievement of the targets set for the financial year 2018 will be paid out to the Management Board members in March 2019. Corporate objectives for 2018 have been set by the Supervisory Board in its December 2017 meeting and finally confirmed in March 2018. As in the previous years, the objectives for 2018 primarily were the growth in total revenues and adjusted EBITDA, the execution of at least one significant integrated collaboration with more than € 25 m in transaction value as well as the achievement of at least two significant milestones (total >€ 10 m) in the Company’s iPSC collaborations. Further targets included building at least two new academic BRIDGEs and preparing the Company for sustainable growth.

As per 31 December 2018, the Company had accrued a total of T€ 829 for the variable portion of the remuneration to be paid to the members of the Management Board, thereof T€ 420 for Dr Werner Lanthaler, T€ 238 for Dr Cord Dohrmann, and T€ 171 for Enno Spillner. An amount of T€ 235 as bonus for 2018 has been paid to Dr Mario Polywka in December 2018, as Dr Mario Polywka retired from the Management Board of Evotec AG with effect as of 31 December 2018.

In addition to their one-year variable compensation, the members of the Management Board received 103,861 SPAs in 2018 (2017: 186,984) under the Company’s Share Performance Plan. The reduced amount of SPAs in 2018 compared to 2017 is due to the increased share price in 2018 and the resulting increase in fair market value recognised per SPA. To obtain the fair market value, the target value based on the share price is converted into share rights granted. The target value may deviate from the share price. The fair market value then determines how many SPAs will be granted per year to each member of the Management Board. These 2018 SPAs vest after four years, depending on the achievement of the key performance indicators “Share Price” and “Total Shareholder Return”. Detailed information on the grant and exercise of SPAs can be found in the agenda of the AGM 2017, which is the basis for this AGM resolution. This document can be found on the Company’s website.

The multi-year variable target compensation in 2018 for the Chief Executive Officer reflects 50% of the total target direct compensation (sum of fixed compensation, one-year variable target compensation and multi-year variable compensation), and for the other Management Board members 30% of total target direct compensation.

Remuneration tables

In 2018, the performance-unrelated and granted one-year variable compensation of the active members of the Management Board totaled T€ 2,646, of which the variable part amounted to T€ 1,066. The fair value of all SPAs granted as multi-year variable compensation amounted to T€ 1,529 on the day of calculation on 01 January 2018.

The following tables present for each Management Board member:

• The benefits granted for the year under review including fringe benefits (such as car allowance, contributions made towards health insurance, a pension, accident/life insurance and accommodation costs) and including the maximum and minimum achievable compensation for variable compensation components

• The allocation of fixed compensation, fringe benefits, short-term variable compensation and long-term variable compensation for the year under review, broken down into the relevant reference years

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