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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1Due to regulatory requirements, the overall performance of Deutsche Bank Group must also 2be taken into account when determining the variable compensation. For this reason, 3collective objectives are linked additionally to the Deutsche Bank Group strategy and 4performance. In accordance with this strategy, four performance metrics of the Deutsche 5Bank Group form the reference value for the Deutsche Bank Group component of the Long-6Term Award: Three of them, the Common Equity Tier 1 capital ratio and post-tax return on 7tangible equity, as well as cost-income ratio are unchanged compared to 2022 financial year. 8Last year’s newly introduced ESG metric was extended to allow a more balanced view on the 9three dimensions of the ESG concept of Deutsche Bank Group. The four aforementioned 10objectives specified are equally weighted within the Deutsche Bank Group component. The 11Deutsche Bank Group component accounts for 10% of the total reference variable 12compensation.13The target amounts of the Long-Term Award based on a year-round full-time employment at 14100% achievement grade are currently between € 300,000 and € 2,400,000. The maximum 15possible level of target achievement is uniformly capped at 150%.16Compensation instruments and deferral periods17The defined variable compensation for Executive Board members can be granted entirely on a 18deferred basis, subject to a minimum deferral of 60%, this ensures that the sustainability of 19success is adequately taken into account in the business and risk strategy and leads to a long-20term incentive effect of variable compensation. Moreover, more than half of the total variable 21compensation is granted in the form of share-based instruments, the value of which is linked 22to DWS's share price performance.23The deferred compensation instruments are subject to additional performance and forfeiture 24conditions which can result in the full or partial forfeiture (malus). In addition, the 25shareholders' meeting may reclaim already paid variable compensation under certain 26circumstances (clawback). Variable compensation awarded for a fiscal year is disbursed over 27a period of one up to six years.28Overview of the compensation system29Further rules: Maximum compensation as well as commitments and benefits in connection with the start and end of the 30activity. 31Composition of the Target Total Compensation and Compensation 32Caps33In accordance with the compensation system, the shareholders' meeting defines a target 34total compensation for each Executive Board member.35In order to take appropriate account of factors such as competition and the market 36environment as well as the various areas of responsibility and the requirements of the 37respective position and duration of membership in the Executive Board, the compensation 38system allows for differentiation with respect to the amount of the target total compensation 39and the ratio of fixed to variable compensation components. The relative shares of the 40compensation components in the annual target total compensation are determined in the 41following ranges due to the differentiation:42To our Shareholders Summarised 43Management Report44Consolidated 45Financial Statements Compensation Report Corporate Govern-46ance Statement47Supplementary 48Information DWS 2023 Annual Report49 50Compensation Report51148 Executive Board Compensation52