Feike Sijbesma, Member of the Board since July 2000; Chairman since May 2007.
DSM's Managing Board
Setting and achieving our goals
The Managing Board consists of three or more members to be determined by the Supervisory Board. Since 2005, members of the Managing Board have been appointed for a maximum period of four years.
The members of the Managing Board are collectively responsible for the management of the company. Notwithstanding their collective responsibility within the Managing Board, certain tasks and responsibilities for business clusters, functional areas and regional responsibilities have been assigned to individual members.
The remuneration of the members of the Managing Board is determined by the Supervisory Board based on the remuneration policy approved by the General Meeting of Shareholders.
The functioning of and decision-making within the Managing Board are governed by the Regulations of the Managing Board, which have been drawn up in line with the Dutch corporate governance code and can be found on this website.
The members of the Managing Board are:
Stephan B. Tanda, Member of the Board since May 2007. End of current term: 2015.
Dimitri de Vreeze, Member of the Board since September 2013. End of current term: 2017.
Geraldine Matchett, Member of the Board as of 1 August 2014 and Chief Financial Officer as of 1 December 2014. End of current term: 2018.
DSM operates in a competitive international industry and so closely monitors industry and company-specific international developments with respect to its Managing Board remuneration. Regarding Supervisory Board remuneration, DSM adheres to the principles of good corporate governance.
Remuneration Managing Board in 2014
Full details of the remuneration paid to DSM's Managing Board can be found in the Interactive Annual Report 2014.
The objective of DSM’s remuneration policy is to attract, motivate and retain qualified and expert individuals that the company needs in order to achieve its strategic and operational objectives, whilst acknowledging the societal context around remuneration and recognizing the interests of DSM's stakeholders.
The following elements are taken into consideration:
- The remuneration policy reflects a balance between the interests of DSM’s main stakeholders as well as a balance between the company’s short-term and long-term strategy. As a result, the structure of the remuneration package for the Managing Board is designed to balance short-term operational performance with the medium and long-term objective of creating sustainable value within the company, while taking into account the interests of its stakeholders. DSM strives for a high performance in the field of sustainability and aims to maintain a good balance between economic gain, respect for people and concern for the environment in line with the DSM values and business principles as reflected in the DSM Code of Business Conduct.
- To ensure that highly skilled and qualified senior executives can be attracted and retained, DSM aims for a total remuneration level that is comparable to levels provided by other (Dutch and European) multinational companies that are similar to DSM in terms of size and complexity.
- The remuneration policies for the members of the Managing Board and for other senior executives of DSM are aligned.
- In designing and setting the levels of remuneration for the Managing Board, the Supervisory Board also takes into account the relevant statutory provisions and provisions of the Dutch corporate governance code, societal and market trends and the interests of stakeholders.
- DSM’s policy is to offer the Managing Board a total direct compensation approaching the median of the labor-market peer group.
Remuneration Policy Managing Board in 2014
Full details of the DSM Managing Board's remuneration policy in 2014 can found in the Interactive Annual Report 2014.