The Management Board of Deutsche Bahn AG
The Management Board consists of seven members. The CEO and Chairman is Dr. Richard Lutz.
Changes in the composition
In the reporting period, the following changes were made to the Management Board and Supervisory Board of DB AG:
With effect from May 31, 2021, the appointment of Prof. Dr. Sabina Jeschke as a member of the Management Board of DBAG was terminated by mutual agreement. The Supervisory Board appointed Dr. Daniela Gerd tom Markotten as her successor as Member of the Management Board responsible for Digitalization and Technology in its regular meeting on June 15, 2021, with effect from September 15, 2021.
Cooperation between the Management Board and Supervisory Board
As a German Aktiengesellschaft (joint stock corporation), DB AG is subject to a two-tier management and monitoring structure in the form of the Management Board and Supervisory Board. These two bodies are strictly segregated in terms of both their membership and their competencies. The members of the Management Board bear joint responsibility for the management of the company. The Supervisory Board monitors the activities of the Management Board and is responsible for appointing members to, and dismissing members from, the Management Board.
In the interests of optimum company management, we see it as very important for the Management Board and the Supervisory Board to maintain continuous dialog with each other and to work together efficiently and in an atmosphere of mutual trust for the benefit of the company. The Management Board provides the Supervisory Board with regular, prompt, comprehensive information on all matters relevant to the company, particularly those concerning planning, business development, risk exposure and risk management, as well as the internal control system.
An overview of the members of the Management Board and of the Supervisory Board of DB AG , including the mandates they hold, is provided in the Notes to the consolidated financial statements.
The compensation report outlines the compensation system and lists the individual compensation of the members of the Management Board and the Supervisory Board.
Compensation system of the Management Board
The compensation system for the Management Board of DBAG aims to provide appropriate compensation to members of the Management Board in accordance with their duties and areas of responsibility, while at the same time directly taking into account the performance of each Management Board member and the success of the company. The appropriate level of compensation is reviewed regularly using a comparison process. This review examines the level of Management Board compensation both in comparison to the external market (horizontal appropriateness) and in comparison to other levels of compensation within the company (vertical appropriateness). If the review shows a need to adjust the compensation system or the level of compensation, the Personnel Committee of the Supervisory Board submits its proposals in this regard to the Supervisory Board for approval. The appropriateness of Management Board compensation was last reviewed in the 2021 financial year.
Compensation for the 2021 financial year: DB AG Management Board
The director’s fee for the previous financial year is due at the end of the month in which the company’s Annual General Meeting takes place.
The DB AG Management Board members will receive the following compensation for their work during the year under review:
OF THE MANAGEMENT BOARD / € thousand
Longterm payment 2)
|I N C U M B E N T M A N A G E M E N T BOARD MEMBERS OF DB A G AS OF DEC 31, 2021|
Dr. Richard Lutz
Dr. Daniela Gerd tom Markotten
Dr. Levin Holle
Dr. Sigrid Nikutta
|MEMBERS WHO LEFT THE MANAGEMENT BOARD OF DB A G D U R I N G THE YEAR UNDER REVIEW|
Prof. Dr. Sabina Jeschke
Individual figures are rounded and therefore may not add up.
1) Subject to the resolution of the Supervisory Board.
2) All Board members have waived their variable compensation components for 2021.
3) Long-term variable compensation refers to the addition/release of provisions for long-term incentives (LTI).
4) Non-cash benefits from travel discounts, usage of company cars, and insurance and housing allowances.
5) Total without long-term variable compensation.