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The Supervisory Board is responsible for setting the remuneration for the Managing Board members. In doing so, the Supervisory Board bases its decision on the tasks of the respective Managing Board member, their performance, the performance of the Managing Board, the economic situation, the company‘s success and its future prospects while taking its comparable environment into account, with the aim of setting reasonable overall remuneration.

The parent company approved a new remuneration system for the Managing Board members in the 2011 / 2012 fiscal year, and implemented it through corresponding agreements with the Managing Board members. Accordingly, the Managing Board members are entitled to both fixed and annually variable compensation, and ancillary benefits. The latter are granted in a manner which is normal for the market and for corporations. These include the provision of company cars and accident insurance protection. Such benefits are taxed if they are deemed to comprise monetary benefits.

The Supervisory Board regularly reviews and determines the structure of the Managing Board compen- sation scheme, and the appropriateness of the remuneration. The current compensation scheme is based on the following requirements

ƒ individually appropriate compensation for each Managing Board member, ƒ orientation to sustained corporate growth,

ƒ a split between fixed and variable components, ƒ a multi-year measurement basis,

ƒ inclusion of both positive and negative developments,

ƒ orientation to relevant and demanding targets and key metrics, ƒ limitation to the variable compensation, and

ƒ the possibility for the Supervisory Board to respond to extraordinary developments.

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The level of the variable component takes into account existing and other regulations within the company, normal market compensation, and the recommendations of the German Corporate Gover- nance Code. Accordingly, the variable component at KROMI Logistik AG is limited to a maximum of 25 % of fixed salary if the target is 100 % achieved.

In view of the objective of continuing to develop KROMI Logistik AG as a profitable growth company, and to thereby pursue a corporate finance policy which is based on a strong equity position, meaningful key metrics relating to profitability and the Group‘s growth are used as the basis to measure corporate success and profitability from which the level of the Managing Board members‘ variable compensation is derived. Earnings before tax (EBT) as a ratio of sales revenue, and valuation gains and / or valuation losses, are applied as an appropriate profitability metric in this sense. Sales revenue is used as the key indicator for growth. At the start of each fiscal year, expected figures as well as margins of tolerance are agreed as targets for both key metrics. Basis for the expectation values are the budget figures of each fiscal year.

The Managing Board members‘ variable compensation is determined on this basis after the conclu- sion of the fiscal year, depending on the level of actual target attainment. In this case, a limit of -100 % to +300 % to the respective agreed variable compensation component applies. In other words, the variable compensation can amount to a minimum of “EUR 0.00“, and the maximum to three times the relevant amount for 100 % target attainment.

Following a transition phase until the 2013 / 2014 fiscal year, which is a condition included in the structure of the compensation model, the variable payments for each fiscal year are paid in three partial payments, the first of which is rendered in the fiscal year which follows the fiscal year that is measured. Both the second and third partial payments are rendered annually in the following two fiscal years, but their level is subject to further dependency on sustained corporate success and profi- tability since the average degree of total target attainment which is based on a moving average over a three-month observation period is applied as an additional measurement factor.

If a penalty arises for a fiscal year, such a penalty is offset with claims that have not yet been paid out – primarily from previous years, but also from subsequent years, if required – until it has been completely offset. If a loss is determined for a fiscal year, no payments are rendered in the following year. The payments which are postponed as a consequence are not rendered until the year after the next fiscal year for which a profit is reported.

In the year under review, Mr. Jörg Schubert acted as CEO, Mr. Uwe Pfeiffer as CFO, Mr. Bernd Paulini as Managing Board member responsible for the Technology and Products area, and Mr. Axel Schubert as Managing Board member responsible for IT and Administration. Total compensation paid to Mana- ging Board members for the 2012 / 2013 fiscal year amounted to EUR 1,162 thousand (previous year: EUR 1,094 thousand). Individual details on the remuneration of the members of the Managing Board, in particular person-by-person information about remuneration, can be found in the notes.

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In addition to the total remuneration detailed above, payments are made in the event that the emplo- yment relationship is discontinued. Please also refer to the information contained in the notes to the consolidated financial statements.