Core Insights - Schouw & Co. has restructured its long-term incentive programmes for senior managers, linking them more closely to individual company performance, with the new programmes not being share-based for portfolio companies [1] - For the parent company, the long-term incentive programme will remain share-based but will now utilize Performance Share Units (PSUs), aligning with practices of other large Danish listed companies [2] Group Structure and Incentive Details - The restructured programme aims to promote value creation by aligning the interests of senior managers with those of shareholders, involving three senior managers who are granted a total of 18,600 PSUs, with CEO Jens Bjerg Sørensen receiving 12,200 PSUs [3] - The PSUs are conditional rights to receive shares at a later date, with a vesting period until the approval of the annual report for the financial year 2027, and the grant to each participant cannot exceed 75% of their annual base salary [3] Performance Metrics and Valuation - The final number of shares from the PSUs will depend on key performance indicators (KPIs), which for the 2025 programme include EBITDA and ROIC (40% each) and Total Shareholder Return (20%), with a theoretical value of up to DKK 12 million based on current share prices [4] - The programme is supported by the company's treasury shares, which are recognized at zero on the balance sheet [4] Employment Conditions - Vesting of the PSUs requires continued employment with a group company throughout the vesting period, with provisions for "Good Leavers" to retain a proportionate share of PSUs if employment is terminated during the vesting period [5]