The Performance Share Unit plan (PSU plan) are designed to enhance the long-term performance of the company and to retain key employees. Yearly grants under the PSU plan are subject to the approval of the annual general meeting of shareholders. The PSU plans are intended to complete ArcelorMittal’s existing programme of annual performance-related bonuses, the reward system for short-term performance and achievements.

PSU plans are intended to promote the alignment of interests between the company’s shareholders and eligible employees by allowing them to participate in the success of the company.

The PSU plan’s main objective is to be an effective performance-enhancing scheme based on the employee’s contribution to the achievement of the company’s strategy.
Awards made under the PSU plan will be subject to the fulfillment of performance criteria over a three-year period from the date of award.

The allocation of long-term incentives is reviewed by the board of directors’ appointments, remuneration and corporate governance committee, comprised of three independent directors, which makes a recommendation to the full board of directors. The committee also decides the criteria for granting PSUs and makes its recommendation to the board of directors. The criteria are based on the principle of rewarding for performance upon the achievement of clear and measurable metrics for shareholder value creation.

Information about historical stock option grants and Restricted Share Unit plans (RSU) are available in ArcelorMittal’s statutory annual reports and annual report on Form 20-F. The stock options awarded most recently (in 2010) expired in August 2020 and the latest RSU grant was in 2015 and vested in December 2018.


PSU information system
(Restricted access)