EADS’ remuneration policy is strongly linked to the achievement of individual and Company objectives, both for each Division and for the overall Group. A stock option plan and a performance and restricted shares plan have been established for the senior management of the Group (see “Long Term Incentives Plans”) and employees were offered shares at favourable conditions at the time of the public offering and listing of EADS (see “Employee Share Ownership Plans”).

EADS France has profit sharing plans (accords de participation), in accordance with French law, and specific incentive plans (accords d’intéressement), which provide bonuses to employees based on the achievement of productivity, technical or administrative milestones.

EADS Deutschland GmbH’s remuneration policy is, to a large extent, flexible and strongly linked to the EBIT^* of the company, the increase in value of the company and the achievement of individual objectives.

EADS CASA, which does not have a profit sharing policy, allows technicians and management to receive profit-related pay, subject to the achievement of the general company objectives and individual performance.