AmazonScience/document-haystack
Document Haystack Dataset This repository contains the dataset for the paper “Document Haystack: A Long Context Multimodal Image/Document Understanding Vision LLM Benchmark”. 📑 Abstract Paper The proliferation of multimodal Large Language Models has significantly advanced the ability to analyze and understand complex data inputs from different modalities. However, the processing of long documents remains under-explored, largely due to a lack of suitable… See the full description on the dataset page: https://huggingface.co/datasets/AmazonScience/document-haystack.
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1Alignment of Executive Board Compensation with DWS’s Strategy2The Executive Board of the Group is responsible for steering and controlling the entire Group. 3The compensation system for the Executive Board plays a vital role in promoting and 4implementing the Group's long-term strategy and developing a value-based, sustainable 5management system aligned with shareholder interests. An additional objective of the 6compensation system is to offer Executive Board members a market-oriented, competitive 7compensation package in balance with statutory and regulatory conditions and the principles 8of good corporate governance.9The following principles in particular have been taken into consideration in the development 10of the compensation system and the determination of individual variable compensation:11General principles of the compensation12Promoting DWS Group's strategy The strategy of the Group forms the basis for the definition of the 13relevant and at the same time ambitious objectives. The level of target 14achievement determines the level of compensation. Excellent 15performance can thus be rewarded appropriately, while a failure to 16achieve objectives results in the reduction of variable compensation, up 17to and including complete forfeiture (pay for performance).18Focus on long-term group performance Long-term objectives and performance parameters as well as variable 19compensation granted on a largely deferred basis guarantee a forward-20looking, sustainable work to promote further success and positive 21business development.22Sustainability: the focus of action Responsible and sustainable action are of paramount strategic 23importance. For that reason, the performance parameters of the 24compensation system are closely linked with DWS's sustainability 25strategy.26Consideration of the shareholders' 27interests28Clearly defined key financials that are aligned with the performance of 29the DWS Group, which directly determine the setting of the variable 30compensation and the granting of variable compensation in the form of 31share-based components ensures that variable compensation is closely 32aligned with the performance of DWS shares and shareholder interests.33Motivating collective and individual 34performance35Ambitious and motivating individual objectives in the Executive Board 36member's area of responsibility and consideration of the performance of 37the Executive Board as a whole promote a successful and dynamic 38environment.39Compensation-Related Events in 202340Annual General Meeting 2023 Approval of the Compensation Report 41for the Previous Financial Year42The compensation report prepared in accordance with the requirements of Section 162 of the 43AktG on the compensation granted and owed in the financial year 2022 to the current and 44former members of the Executive Board and the Supervisory Board by DWS KGaA and group 45companies was approved by the Annual General Meeting of DWS KGaA on 15 June 2023 by a 46majority of 97,99% pursuant to Section 120a (4) AktG. The format of the report will therefore 47also be maintained in principle for this compensation report for the financial year 2023. In 48section ‘Application of the Compensation System in the Financial Year 2023 – 49Appropriateness of Compensation – Horizontal – external benchmarking’, additional 50information were included on the peer group of international asset managers with the aim of 51greater transparency.52Composition of the Executive Board53In the 2023 financial year, the following changes in personnel occurred: Angela 54Maragkopoulou has been appointed as new COO and member of the Executive Board as of 551 January 2023. She succeeded Mark Cullen, who resigned as a member of the Executive 56Board and Chief Operating Officer with effect from end of 31 December 2022. The new COO 57division will focus on Technology and Operations, Data, and Business Services. As of 5831 December 2023, Angela Maragkopoulou resigned as a member of the Executive Board.59Dirk Goergen became CEO of the America region with effect from 1 January 2023. In addition 60to his role as a member of the Executive Board and Global Head of the Client Coverage 61Division62. The Chairman of the Executive Board Dr Stefan Hoops has taken over additional 63responsibility for the Investment Division since 1 January 2023. 64Claire Peel resigned as a member of the Executive Board and Chief Financial Officer with 65effect from end of 30 September 2023. Dr Markus Kobler has been appointed as a member of 66the Executive Board and Chief Financial Officer for a period of three years with effect from 671 November 2023.68The Executive Board thus comprised six members in the 2023 financial year from January to 69September, five members in October and six members from November to December. From 701 January 2024, it will be composed only of five members. Until September, three women 71were members of the Executive Board and from October there were two, equal to 33.3%. 72From 1 January 2024 there will be one woman, equal to 20%.73To our Shareholders Summarised 74Management Report75Consolidated 76Financial Statements Compensation Report Corporate Govern-77ance Statement78Supplementary 79Information DWS 2023 Annual Report80 81Compensation Report82145 Executive Board Compensation