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## Variable compensation 2013 

Variable compensation is initially granted based on performance, as measured against Aegon group targets and personal objectives. These objectives represent a mix of financial and non- financial measures, providing an accurate and reliable reflection of corporate and individual performance. The mix of group measures versus personal performance measures is 75%-25%. 

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Each year a one-year target will be set for each performance indicator. 

At an aggregate level, payments are made as follows: 

■ 50% of the maximum variable compensation if the threshold target is reached; 

■ 80% if the pre-determined performance targets are met; 

■ Up to 100% if the targets are exceeded. 

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## Risk adjustment methodology (ex-ante) 

At the end of the performance period, but prior to allocation of variable compensation, the Supervisory Board will assess whether (downward) modifications are needed. For this purpose, quantitative and qualitative measures at group, regional unit and individual level will be taken into account, such as: 

■ Breaches of laws and regulations; 

■ Breaches of internal risk policies (including compliance); 

■ SOX significant deficiencies or material weaknesses; 

■ Reputation damage due to risk events. 

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