EX-10.2

EX-10.2 2 d705809dex102.htm EX-10.2 EX-10.2

EXHIBIT 10.2

Constellium Employees Performance Award (EPA) Plan

CONSTELLIUM

Employee Performance

Award (EPA) Plan

Plan Description

All Constellium Employees

JG 28 and above

March 2013

Constellium Employees Performance Award (EPA) Plan

General


Introduction to Constellium Employees Performance Award (EPA) Plan	The Employee Performance Award (EPA) plan is an annual Constellium bonus scheme which will be linked to the achievement of defined (i) Financial Performance, (ii) Safety performance (EHS) and (iii) Individual Objectives. It is designed to provide a performance-related reward to employees who contribute substantially to the success of Constellium The EPA plan comprises three elements:

	Financial Objectives :	70% weight
	Safety Objective :	10%
	Two Individual Objectives :	20%

	The quarterly Financial Objectives and the yearly Safety Objective are defined and approved by the Remuneration Committee of the Board (RemCom) at the beginning of each performance period. The two yearly Individual Objectives are set and evaluated by the supervisor as part of the Individual Performance Career and Management (IPCM) process.

Constellium Employees Performance Award (EPA) Plan

Description of the Plan


Participation		The EPA plan is designed for Constellium employees in positions of grade 28 and above.

Period of Participation		Employees who join the EPA scheme in the course of the year are entitled to an award pro-rated for the numbers of months of participation. If an employee resigns or is terminated for cause, no EPA related to the relevant performance period will be paid. If an employee is terminated without cause, he is entitled to the performance award taking into account the time worked during the performance period and a fair evaluation of the two Objectives. Periods of garden leave do not create an entitlement to an EPA award.

Control		The Remuneration Committee of the board has full and exclusive power to interpret the EPA plan rules and to make, amend, and rescind rules and regulations for its administration. This Remuneration Committee has the authority to approve resulting pay outs of the EPA plan. The EPA bonus pay outs, even if they are of regular nature, do not create any type of acquainted right on behalf of the employee.

Performance Period		The financial metrics are set and measured on a quarterly basis, the yearly ones on a yearly basis, i.e. from January 1^st till December 31^st. The objective is to pay the award prior to March 15 (for U.S.) and April 1 (for all other countries) of the calendar year following the end of the performance period.

Target Award		Each position has a target award expressed as a percentage of the base salary at December 31^st of the bonus year, reflecting both the responsibilities of the position and the labor markets Constellium is competing in.

Constellium Employees Performance Award (EPA) Plan

Performance Award Components


Financial Performance Award		The Financial Performance Award is calculated on a quarterly basis and takes into account two components as defined and reported by Corporate Controlling : • Free or Operational Cash Flow • The Management EBITDA The Financial Performance Award accounts for 70% of the total target award being 35% for each component. At the end of each quarter, an evaluation of the financial objectives is made. In case one or both thresholds have been passed, the employee vests the right on the resulting pay out at the end of the year when he/she is still employed at that moment of time. Each quarter is evaluated on it’s own merits. No carry over of overdelivered results or catch up in the quarter(s) following a substandard performance is allowed. Appendix 1: Definitions of the components.

Parental Concept		In order to promote synergies throughout the company, the EPA plan is designed to encourage individual plants, business units and corporate to work closely together to achieve common strategic, operating and financial goals. Therefore, the Financial Performance Award element of the EPA is defined—depending on the level of the employee—on one or more financial results of Constellium Corporate, the BU and the site, operating unit or product/market unit. The EPA grid in appendix 2 defines the relative weight for each level in the organization. If relevant, the 35% weight for local results in EAS will be split between the site (20%) and the operating unit (15%). The functions (finance, HR, IT, purchasing) or “shared services” (maintenance, EHS,…) , which operate on a site where multiple BU’s are represented, are rewarded, based on the results of the leading BU, i.e. SSH for Singen and GATI for Sierre. The functions which are dedicated to one BU are rewarded fifty – fifty on Constellium and the BU. Appendix 2 : 2012 Parental grid.

EHS Objective		The yearly EHS objective for Constellium and the different entities is established at the beginning of each performance period. The objective on corporate level is defined in Recordable Case Rate and number of Serious Injuries. For the Business Units and sites only the Recordable Case Rate is taken into account. There will be no payout for the EHS objective in case of a fatality or type I (major) environmental event.

Individual/Team Award (ITA)		Individual/Team objectives are established yearly by the supervisor according to the IPCM (Individual Performance Career and Management) process. The performance rating on the two main objectives is used to calculate the EPA rating. The employee agrees with his/her supervisor which of the objectives will be used for the bonus calculation and indicates them as such in the IPCM system by adding “EPA relevant” to the objective description.

Constellium Employees Performance Award (EPA) Plan

Payout Mechanism


Payout scale		The payout scale defines the performance levels and their resulting pay outs. The target performance level in terms of FCF/EBITDA results in a pay out at 100% of the bonus entitlement. The FCF/EBITDA threshold performance level is 80% of the target level. Below this point, there is no bonus payout. Between this point and the target performance level, the pay out increases linearly between 0% and 100% The maximum FCF/EBITDA performance levels result in a payout of 150% of the bonus entitlement. These performance levels are set as such that they result in a profit share of 12.5% of the overdelivered EBITDA. . The payout between the target performance level and the maximum performance level is defined linearly. In case the sum of all payouts can never exceed the ceiling of 12.5% profit share. If the total of all payouts would exceed this cap, all bonus results will be reduced proportionally to respect the defined ceiling. The financial component pay out for the Corporate functions is capped by the highest pay out in one of the Business Units. The FCF and EBITDA results are considered as independent performance parameters, each with a relative weight of 35% and evaluated on it’s own merits. Restructuring costs are below the line, as far as they are properly documented and in compliance with IFRS definitions.. For entities reporting in a currency other than the Euro, actual Adjusted Management EBITDA and actual Management Adjusted Operational Cash Flow will be restated at budget FX rates

Payout approval		The proposals for EPA bonus pay outs need to be approved by the line management—two levels up and the HR function up to VP HR. The final approval is done by the Rem Com.

Illustrative Award Calculation

The Total Award is the sum of the quarterly FCF / EBITDA ratings (70%), the EHS rating (10%) and the Individual Objectives evaluation (20%) as follows:

Total Award= target bonus x (FCF/EBITDA ratings x 70%) +EHS rating x 10% + Ind Obj rating x 20%

Constellium Employees Performance Award (EPA) Plan

Appendix 1 2013 EPA—FINANCIAL DEFINITIONS

The financial targets are defined as tracked and reported by Corporate Controlling on a monthly, quarterly and yearly basis.


EBITDA		•Quarterly EBITDA targets based on 2013 budget at budget FX rates •Excluding the effect of the Moving Average cost of metal and the internal EPSAG & FX/LME Hedging fees •Excluding below the line items, validated by Corporate Finance

Operational Cash flow		•Quarterly Targets for BU’s and Operating or Market Units •Defined as : Adjusted EBITDA including moving average +/- Change in non-cash items +/- Change in TWC minus CapEx •Excludes any partnership dividends for Forging and EPSAG Fees & FX/LME hedging fees

Free Cash flow		•Quarterly Targets for Constellium Group •Defined as : Operational Cash Flow +/- Other Non-Trade Cash from Operations minus Taxes minus Financing Costs minus Restructuring Costs minus Disposal, Separation or Other Costs plus Capex reimbursements

Change in Trade Working Capital		•Change in trade receivables, payables and inventory •Neutral to any financing, factoring or letter of credit arrangements

Constellium Employees Performance Award (EPA) Plan

Appendix 2—Parental concept for the Financial award


2013 EPA PARENTAL GRID

EPA Participants :	Financial Performance Award
EPA Participants :	Constellium FCF/EBITDA			BU OFCF/EBITDA			PU / MU / Sites OFCF / EBITDA
Executive Committee / Constellium Group team members		70	%

Bus Operational team members (BU Sales, *Technical assistance, Business dvlpt,* *Project, Technology...) Bus Functional team members allocated* to one BU		35	%		35	%

OU / MU / Sites Operational and functional positions		15	%		20	%		35	%

Constellium Employees Performance Award (EPA) Plan

Appendix 3—EPA 2013 Financial targets

€ ‘000

EBITDA

OpCF

FCF

EBITDA

OpCF

FCF

EBITDA

OpCF

FCF

EBITDA

OpCF

FCF

Constellium Group

71,992

-110,946

83,280

-956

77,442

66,116

69,227

131,177

GATI

Business Unit

36,034

-34,427

39,664

22,164

37,923

43,641

36,951

78,334

Issoire

24,706

-5,719

23,776

16,525

19,776

15,945

21,900

40,471

Ravenswood

5,260

-7,496

11,369

9,472

13,813

16,567

9,755

24,295

Sierre-plates

2,469

-9,221

2,209

-1,591

4,439

1,917

2,793

11,240

EPC

2,168

-2,970

2,113

533

1,246

4,483

2,399

1,712

Asia

1,228

198

-1,375

150

229

104

415

BU Adj

1,350

-10,250

-1,400

-1,500

4,500

200

EAS

Business unit

13,617

-37,142

16,687

10,021

12,606

14,921

13,881

37,841

SAF

2,643

-9,007

1,788

531

802

2,913

1,796

9,842

SACE

595

-6,732

2,044

3,842

1,632

-872

-41

5,812

2,306

-11,506

2,709

3,023

3,338

355

2,575

13,954

LES

8,275

-15,367

9,793

4,452

7,882

10,110

7,372

22,878

4,909

-8,731

5,166

-3,698

4,295

3,774

6,258

11,465

BU Adj

-2,805

2,695

-2,105

4,895

-2,005

-1,005

-1,505

-12,155

SSh

Business unit

26,412

3,066

30,203

9,844

29,279

44,569

20,473

35,337

Neuf Brisach

17,026

1,521

21,424

3,120

21,671

34,521

14,036

32,075

Singen-Rolled

8,177

3,063

8,469

9,118

8,199

8,266

6,127

4,061

Singen Infrastructures

309

-2,418

309

-2,394

309

2,681

309

-799

Bu Adj

900

-900

Other

Business unit

-4,071

-3,274

-2,366

-2,077

Constellium Employees Performance Award (EPA) Plan

Confirmation and Acceptance:

I understand and I confirm my acceptance of the terms and conditions of the EPA plan 2013.

Name

Date

Place

Signature