(a)

information concerning the decision-making process used for determining the remuneration policy, as well as the number of meetings held by the main body overseeing remuneration during the financial year, including, if applicable, information about the composition and the mandate of a remuneration committee, the external consultant whose services have been used for the determination of the remuneration policy and the role of the relevant stakeholders;

(b)

information on link between pay and performance;

(c)

the most important design characteristics of the remuneration system, including information on the criteria used for performance measurement and risk adjustment, deferral policy and vesting criteria;

(d)

the ratios between fixed and variable remuneration set in accordance with Article 94(1)(g) of Directive 2013/36/EU;

(e)

information on the performance criteria on which the entitlement to shares, options or variable components of remuneration is based;

(f)

the main parameters and rationale for any variable component scheme and any other non-cash benefits;

(g)

aggregate quantitative information on remuneration, broken down by business area;

(h)

aggregate quantitative information on remuneration, broken down by senior management and members of staff whose actions have a material impact on the risk profile of the institution, indicating the following:

(i)

the number of individuals being remunerated EUR 1 million or more per financial year, for remuneration between EUR 1 million and EUR 5 million broken down into pay bands of EUR 500 000 and for remuneration of EUR 5 million and above broken down into pay bands of EUR 1 million;

(j)

upon demand from the Member State or competent authority, the total remuneration for each member of the management body or senior management.