Financial overviewNote 7 - Personnel

SEK in thousands	Base salary/Board fees	Variable compensation	Other benefits	Social security	Pension cost	Base salary/Board fees	Variable compensation	Other benefits	Social security	Pension cost
Average no. of employees
	2007		2006
Average no. of employees	No. Of employees	Of whom men	No. Of employees	Of whom men
Parent Company	339	152	372	160
Subsidiaries
Sweden	18	9	-	-
Norway	90	48	101	55
Denmark	89	50	103	57
Finland	124	36	119	35
Baltic countries	28	6	55	18
Germany	244	88	227	86
UK	449	205	507	208
Ireland	-	-	41	9
Portugal	129	53	121	54
Canada	320	128	329	188
USA	809	429	783	313
Total	2,639	1,204	2,758	1,183
Sick leave
Sick leave refer only to Swedish companies.
	2007		2006
Sick leave as % of normal working hours	Total	Of which longer than 60 days	Total	Of which longer than 60 days
	3.9	53.2	4.0	54.5


	2007		2006
Average sick leave by gender as % of normal working hours	Women	Men	Women	Men
	5.3	2.1	5.8	1.8


			2007			2006
Average sick leave by age as % of normal working hours			-29	30-49	50-	-29	30-49	50-
			4.2	3.0	8.5	3.8	3.1	9.1

Remuneration and other benefits during the year
	2007					2006
Compensation for Board directors and senior executives
Group
Chairman, Anders Böös	1,215	-	-	397	-	615	-	-	201	-
Board director, Pia Gideon	215	-	-	70	-	215	-	-	70	-
Board director, Per-Eric Fylking	215	-	-	70	-	215	-	-	70	-
Board director, Ulf Ivarsson	215	-	-	70	-	215	-	-	70	-
Board director, Peter Leifland	215	-	-	70	-	215	-	-	70	-
Board director, Gunilla von Platen	211	-	-	69	-	211	-	-	69	-
Board director, Thomas Heilmann	150	-	-	49	-	-	-	-	-	-
Former board director, Örjan Håkansson	-	-	-	-	-	103	-	-	34	-
Former board director, Maria Lilja	65	-	-	21	-	215	-	-	70	-
President and Chief Executive Officer, Niklas Flyborg	2,943	853	133	1,006	400	2,908	870	111	987	398
Other senior executives, 9 individuals	13,530	2,453	279	1,454	1,122	9,716	1,801	213	1,000	1,144
Total	18,974	3,306	412	3,276	1,522	14,628	2,671	324	2,641	1,542
Note that senior executives in the Group are also included in compensation for senior executives in the Parent Company and subsidiaries.

Financial instruments senior executives
	Program for the year
	Convertible debentures 2007/2011
	Number	Acquisition price	Benefits
President Niklas Flyborg	250,000	8,485,000	-
Other senior executives, 8 individuals	280,000	9,503,200	-
Senior executives in subsidiaries, 3 individuals	130,000	4,412,200	-
Total	660,000	22,400,400	-
	2007		2006
SEK in thousands	Salaries and other remuneration	of which bonuses, etc	Salaries and other remuneration	of which bonuses, etc
Compensation for senior executives
Parent Company	8,918	1,867	7,505	1,463
Subsidiaries
Sweden	2,659	427	-	-
Norway	746	-	2,263	75
Denmark	976	19	1,636	92
Finland	1,109	523	1,620	398
Baltic countries	349	-	276	32
Germany	1,683	240	1,678	234
UK	1,961	570	4,696	135
Ireland	-	-	421	-
Portugal	2,034	564	1,814	488
Canada	1,148	63	1,236	176
USA	5,842	1,366	5,924	1,587
Total	27,425	5,639	29,069	4,680
Note that senior executives in the Parent Company and subsidiaries are also included in compensation for senior executives in the Group.

	2007	2006
SEK in thousands	Salaries and other remuneration	Salaries and other remuneration
Other employees
Parent Company	132,357	154,813
Subsidiaries
Sweden	7,502	-
Norway	44,896	45,291
Denmark	38,579	39,027
Finland	42,106	38,851
Baltic countries	2,115	4,073
Germany	91,020	85,986
UK	174,459	183,142
Ireland	-	9,493
Portugal	16,064	11,810
Canada	84,477	84,675
USA	263,999	295,287
Total	897,574	952,448

	2007		2006
SEK in thousands	Social security	of which pensions	Social security	of which pensions
Compensation for senior executives
Parent Company	2,927	2,040	2,523	2,055
Subsidiaries	524	268	-	-
Other employees
Subsidiaries	107,471	1,051	151,948	22,501
Total	110,922	3,359	154,471	24,556
Note that senior executives in the Parent Company and subsidiaries are also included in compensation for senior executives in the Group.
Principles of compensation
The AGM 2007 approved the following principles of compensation for senior executives. The principles of compensation and other employment terms for senior executives are designed to ensure that the Cision Group can offer a compensation system that is competitive and on market terms to attract and retain qualified employees.
The principles cover the President and the managers who report to him (senior executives). Compensation for senior executives is comprised of the following parts: base salary, variable compensation, pension, other benefits and long-term incentive program.
Base salary
Base salary, which is set based on what the local market pays for similar roles and qualifications, is reevaluated each year.
Variable compensation
Variable compensation is paid in the form of a bonus. The bonus target for senior executives is 30 percent of base salary with a maximum bonus of 50 percent of base salary for performance exceeding expectations. The bonus is based on financial objectives (growth, operating margin and tied-up capital) for the region and/or group, as well as personal objectives. For the President, special terms apply for 2007. The bonus target is 40 percent with a maximum bonus of 100 percent of base salary. Furthermore, the bonus for the President for 2007 is tied in its entirety to the company’s underlying operating margin.
Long-term incentive program
The AGM 2007 initiated an incentive program based on convertible debentures. The convertibles are structured to give senior executives an incentive to achieve the company’s long-term objectives.
Pension
The basic principle regarding pension solutions is that the terms must be competitive in relation to the situation in the country where the member of management is domiciled. The retirement age for senior executives varies depending on local practice. The company annually contributes an amount equal to 35 percent of the President’s pensionable annual salary to pension and insurance solutions. All other Swedish senior executives follow the ITP general pension plan or its equivalent. For others, pension contributions are made in accordance with local practice.
Other benefits
The President and other senior executives have the opportunity to receive benefits common at this level, such as occupational health care, health insurance and a company car. Benefits vary by country based on local practices.
Severance
The President has a mutual term of notice of six months with the company. If terminated at the company’s request, he would receive severance pay equivalent to 12 months’ base salary. Deductions are made against severance for any compensation from new employers and/or similar compensation from self-employment. For other senior executives, the term of notice varies from three to six months. If terminated at the company’s request, the term of notice varies from three to 12 months. A number of senior executives are entitled to severance for six to 12 months if terminated by the company.
Preparation and decision-making process
With regard to the President, the compensation committee, after a discussion between the Chairman and the President, proposes a salary, criteria for variable compensation and other employment terms, which are then approved by the Board. For other senior executives, the President, after a discussion with the executives, proposes these terms, which are then approved by the compensation committee and reported to the Board. The Board has the right to deviate from these principles in individual cases if such a decision is justified. In 2007 the compensation committee met on three occasions. For information on the committee’s composition and rules of procedure, see the section on corporate governance.
Salaries and other benefits
The information on senior executives, with the exception of the President, refers to nine individuals who in 2007 held senior positions: the CFO, SVP Human Resources, CIO, SVP Strategic Sourcing and 5 Regional Directors.
Share-related compensation
The AGM resolved to initiate a performance-related incentive program through the issuance of not more than 700,000 convertible debentures to 13 members of Group Management. The issue price and nominal value of the convertibles have been set at 113.3 percent of the volume-weighted average exchange price of the Cision share during the period April 27-May 3, 2007, corresponding to the convertibles’ market value. In total, 660,000 convertibles have been subscribed for a price of SEK 33.94. The conversion price initially corresponds to the subscription price, but may be adjusted downward if the company fulfills certain financial objectives.
The Board intends to present a proposal for a new share-related incentive program for approval by the AGM 2008.
Board and executive management
Two (25%) of the Board directors elected by the shareholders are women. Executive management includes two women and seven men.

Note 1-15 Note 16-29