This site uses cookies to store information on your computer. Learn more x

DSM's Managing Board

The DSM Managing Board is responsible for the company's strategy, portfolio policy, the deployment of human and capital resources, the company’s risk management system and the company's financial performance.
DSM's Managing Board (left to right - Geraldine Matchett (CFO), Feike Sijbesma (CEO) & Dimitri de Vreeze)

Setting and achieving our goals

澳客网比分直播手机版 www.2v4ox.com.cn The Managing Board consists of three or more members to be determined by the Supervisory Board. Since 2005, members of the Managing Board have been appointed for a maximum period of four years.

The members of the Managing Board are collectively responsible for the management of the company. Notwithstanding their collective responsibility within the Managing Board, certain tasks and responsibilities for business clusters, functional areas and regional responsibilities have been assigned to individual members.

The remuneration of the members of the Managing Board is determined by the Supervisory Board based on the remuneration policy approved by the General Meeting of Shareholders.

The functioning of and decision-making within the Managing Board are governed by the Regulations of the Managing Board, which have been drawn up in line with the Dutch Corporate Governance Code and can be found below.

The members of the Managing Board are:

Feike Sijbesma

Feike Sijbesma, Member of the Board since July 2000; Chairman since May 2007.


Geraldine Matchett

Geraldine Matchett, Member of the Board since August 2014; Chief Financial Officer since December 2014. End of current term: 2022.


Dimitri de Vreeze

Dimitri de Vreeze, Member of the Board since September 2013. End of current term: 2021.

DSM operates in a competitive international industry and so closely monitors industry and company-specific international developments with respect to its Managing Board remuneration. Regarding Supervisory Board remuneration, DSM adheres to the principles of good corporate governance.

Remuneration Managing Board in 2018

Full details of the remuneration paid to DSM's Managing Board can be found in the Integrated Annual Report 2018.

The objective of DSM’s remuneration policy is to attract, motivate and retain qualified and expert individuals that the company needs in order to achieve its strategic and operational objectives, whilst acknowledging the societal context around remuneration and recognizing the interests of DSM's stakeholders.

The following elements are taken into consideration:

  • The remuneration policy reflects a balance between the interests of DSM’s main stakeholders as well as a balance between the company’s short-term and long-term strategy. As a result, the structure of the remuneration package for the Managing Board is designed to balance short-term operational performance with the medium and long-term objective of creating sustainable value within the company, while taking into account the interests of its stakeholders. DSM strives for a high performance in the field of sustainability and aims to maintain a good balance between economic gain, respect for people and concern for the environment in line with the DSM values and business principles as reflected in the DSM Code of Business Conduct.
  • To ensure that highly skilled and qualified senior executives can be attracted and retained, DSM aims for a total remuneration level that is comparable to levels provided by other (Dutch and European) multinational companies that are similar to DSM in terms of size and complexity.
  • The remuneration policies for the members of the Managing Board and for other senior executives of DSM are aligned.
  • In designing and setting the levels of remuneration for the Managing Board, the Supervisory Board also takes into account the relevant statutory provisions and provisions of the Dutch corporate governance code, societal and market trends and the interests of stakeholders.
  • DSM’s policy is to offer the Managing Board a total direct compensation approaching the median of the labor-market peer group.

Remuneration Policy Managing Board in 2018

Full details of the remuneration policy for DSM's Managing Board can found in the Integrated Annual Report 2018.

  • 纳神霸屏!法网夺冠上38家媒体头条+皇马打CALL 2019-04-21
  • 不怕玩阴的就怕来真的,小金的真威震四方,他那核弹是真敢甩啊,老特都惧 2019-04-21
  • 把握和传承好“变则通”思想(大家手笔) 2019-04-20
  • 回复@tdeqs:剥削跟所有制没有必然关系!你用自有的生产资料独自(自主劳动自负盈亏)或与他人联合(共同决策利益共享风险共担)生产,跟剥削有啥关系? 2019-04-20
  • 雷政富狱中发声:否认漏罪举报 不服原判正申诉 2019-04-20
  • 一带一路常州故事——中国常州网专题 2019-04-19
  • 清凉端午过后 气温重回30℃ 2019-04-19
  • Conférence de presse du Premier ministre chinois 2019-04-19
  • 非遗传承关键要吸引年轻人 2019-04-19
  • 西安幼升小入学难问题出在哪儿教育部门将统筹协调安排 2019-04-18
  • 为健康西藏建设奠定坚实的保健工作基础 2019-04-18
  • 新疆铁路货运单日装车突破7000车大关 2019-04-18
  • 个税法迎第七次大修 起征点提高至每月5000元 2019-04-17
  • 【新时代幸福美丽新边疆】美图赏析:大自然的“奥秘” 2019-04-17
  • 高考2018 十年寒窗为今朝 2019-04-17
  • 313| 263| 425| 205| 272| 629| 360| 919| 809| 779|