385 BMW Group Report 2024 To Our Stakeholders Combined Management Report Group Financial Statements Responsibility Statement and Auditor’s Report Remuneration Report Other Information II. Remuneration of the Members of the Board of Management 4. Remuneration for the 2024 financial year In December 2023, the Supervisory Board determined the target remuneration for the members of the Board of Management for the 2024 financial year as well as the performance criteria for the variable remuneration components provided for in the remunera- tion system. In March 2025, the Supervisory Board set the amount of the variable remuneration components for the mem- bers of the Board of Management for the 2024 financial year af- ter reviewing and assessing the extent to which the targets had been achieved. The decision in March 2025 was prepared by the Remuneration Committee established on 1 January 2025. a) Fixed remuneration for the 2024 financial year Each member of the Board of Management receives a fixed base salary, which is paid monthly on a pro rata basis and the amount of which depends on their function on the Board of Management and remuneration level. The fringe benefits include, in particular, non-cash benefits from vehicle use and employee discounts and subsidies for safety equipment. The Supervisory Board can approve payments to newly appointed members of the Board of Management in order to compensate them for loss of salary from a previous employ- ment relationship and/or to cover relocation costs. No such ap- provals were issued and no special allowances were made in the 2024 financial year. Overview of fixed remuneration for the 2024 financial year in € Base salary Fringe benefits (other remuneration) Total fixed remuneration Oliver Zipse 1,950,000 27,963 1,977,963 Jochen Goller 900,000 22,541 922,541 Ilka Horstmeier 1,050,000 65,693 1,115,693 Walter Mertl 900,000 27,273 927,273 Milan Nedeljković 1,050,000 32,312 1,082,312 Joachim Post 900,000 29,124 929,124 Frank Weber 1,050,000 31,031 1,081,031 b) Variable remuneration for the 2024 financial year The variable remuneration for the 2024 financial year consists of the bonus and the share-based remuneration. When determining specific target values, the Supervisory Board takes into account, in particular, long-term corporate planning and business devel- opment planning for the following year as submitted to the Su- pervisory Board for approval. For the strategic relevance of the individual remuneration components, see also above ↗ Overview of the remuneration system. Overview of variable target remuneration 2024 * Incorporating the collective departmental targets for the performance component of the bonus. . Share-based remuneration RoCE component Approx. 26-27% Share-based remuneration Strategic focus target component Approx. 26-27% (of which ESG targets: 100%) Bonus Performance component Approx. 23-24% (of which ESG targets: 50%) Bonus Earnings component Approx. 23-24% Variable target remuneration with ESG targets Approx. 39 % in total*