The variable remuneration system for the CEO is fully flexible, allowing for no payment under this concept if the minimum performance thresholds are not met. To ensure alignment with strategic goals, the company offers multi-year incentives, lasting at least three years, tied to the Strategic Plan and market projections. These incentives, granted in shares or stock options, ensure alignment with shareholder interests and promote long-term accountability. For the CEO, long-term incentives make up about 90% of total compensation in cases where performance exceeds targets.