www.se.com Schneider Electric Universal Registration Document 2021 318 Chapter 4 – Corporate Governance Report Annual variable compensation (continued) • Schneider Sustainability Impact: The Schneider Sustainability Impact (SSI), is the translation of our six long-term commitments into a selection of 11 highly transformative and innovative sustainability programs. It’s the Group’s five-year (2021-2025) plan with progress tracked and published quarterly, as well as audited annually. In 2021 the SSI achieved a great score of 3.92/10 exceeding its 3.75/10 target for the year, representing an achievement rate of 26.8% on a scale from 0% to 40%. As a result, the 2021 Annual variable compensation pay-out for the Corporate Officer was calculated on the base of his fixed compensation as follows: At Target pay-out Achievement rate 2021 Actual pay-out as a % of salary Amount (€) as a % of target as a % of base salary Amount (€) 130% €1,300,000 15 3 .1% 199% €1,990,300 In compliance with Article L.22-10-34 II of the French Commercial Code, the payment of this Annual variable compensation is subject to approval by the shareholders of the compensation granted to the Corporate Officer for the fiscal year 2021 (see 8 th resolution to be submitted to the Annual Shareholders’ Meeting of May 5, 2022). As a reminder, an amount of €1,048,775 was paid in 2021 to Mr. Jean-Pascal Tricoire for the Annual variable compensation due for the fiscal year 2020 after the approval of the 6 th resolution by the Annual Shareholders’ Meeting on April 28, 2021 (see page 269 of the 2020 Universal Registration Document). Long-term incentive (Performance shares) 37, 9 0 3 Performance Shares granted in March 2021 (€3,326,329 according to IFRS valuation) Reminder: 60,000 Performance Shares granted in March 2020 (€ 2, 8 97,70 0 according to IFRS valuation) Reminder of the 2021 compensation policy The 2021 Compensation policy provided: • a maximum annual award to the Chairman and CEO of 60,000 shares; • a vesting period of three years with an additional mandatory one year holding period for 30% of shares granted under the plan reserved to the Corporate Officer; • performance conditions as follows: 40% Improvement of Adjusted Earnings Per Share (EPS) Average of the annual rates of achievement of Adjusted EPS improvement targets for the 2021 to 2023 fiscal years. Adjusted EPS performance is published in the external financial communications and its annual variance will be calculated using adjusted EBITA at constant FX from year N-1 to year N. Foreign exchange impacts below adjusted EBITA will be taken in full. Significant unforeseen scope impact could be restated from this calculation upon decision of the Board. 35% Relative TSR 17. 5% vs. CAC 40 companies • 0% below median • 50% at median (rank 20) • 100% at rank 10 • 120% at ranks 1 to 4* linear between these points 17. 5% vs. a panel of 11 peer companies (ABB, Legrand, Siemens, Eaton, Emerson, Honeywell, Johnson Controls, Rockwell Automation, Fuji Electric, Mitsubishi Electric, and Yokogawa) • 0% at rank 8 and below • 100% at rank 4 • 150% at ranks 1 to 3* linear between these points 25% Schneider Sustainability External & Relative Index (SSERI) 6.25% DJSIW • 0%: not in World • 50%: included in World • 100%: sector leader 6.25% Euronext Vigeo • 0%: out • 50%: included in World 120 or Europe 120 • 100%: included in World 120 & Europe 120 6.25% Ecovadis • 0%: Silver medal or less • 50%: Gold medal • 100%: Platinum medal 6.25% CDP Climate Change • 0%: C score • 50%: B score (25% at B-) • 100%: A score (75% at A-) * The over-achievement of relative TSR performance condition can off-set the under-achievement of the objectives under the adjusted EPS performance condition. 4.2 Compensation Report