Datasetpublic

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.

sourceHugging Faceupdated 1y agoView on Hugging Face

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rootDWSDWS_200PagesText_TextNeedlesDWS_200Pages_TextNeedles_page_171.txt

DWS_200Pages_TextNeedles_page_171.txt106 linesDownload Raw Back to Text_TextNeedles

1Compensation components and relative share2Relative share of total compensation3in %4CFO, COO, CAO and 5Head of Product Division6CEO and 7Head of Client Coverage Division8Long-term award 19–32 29–359Short-term award 13–21 19–2410Base salary 42–63 38–4811Pension contribution/pension allowance 3–6 1–512Regular fringe benefits  1  1 13Reference total compensation  100  100 14The total compensation is furthermore subject to additional caps which are to be reviewed 15when determining the compensation:16Pursuant to Section 87a (1) sentence 2 number 1 AktG, the shareholders' meeting set a limit 17(maximum compensation) for total compensation for the Executive Board members 18amounting to € 9.85 million each. This cap comprises not only base salary and variable 19compensation but also regular and ad-hoc fringe benefits and pension service costs for 20company pension plan or pension allowances.21Pursuant to the Capital Requirements Directive applicable to the financial sector as 22implemented by Section 25a (5) of the German Banking Act (Kreditwesengesetz – KWG) and 23Section 6 InstVV, the ratio of fixed to variable compensation is capped at 1:1, i. e., the amount 24of variable compensation may not exceed the fixed compensation. The shareholders' meeting 25has utilized the option provided by law and resolved to increase the upper limit for the ratio of 26fixed to variable compensation to 1:2.27The shareholders' meeting defines a target and a maximum amount for variable components. 28The maximum possible level of target achievement for short-term as well as long-term 29variable compensation components is limited uniformly to 150% of the respective target 30amount. If the level of target achievement exceeds that amount, short-term as well as long-31term variable compensation determined at the end of the year is limited to 150% of the 32reference variable compensation. 33If, after determining target achievement, variable or total compensation is calculated to 34exceed one of the above-mentioned caps, the variable compensation will be reduced 35accordingly by an equal percentage reduction in the Short-Term and Long-Term Awards until 36the amount of variable or total compensation meets the limit. 37In the following table all target and maximum amounts for the variable compensation 38elements as well as the base salary for each Executive Board member in the financial year 392023 based on a year-round full-time employment is shown. The maximum amounts of short-40term as well as long-term variable compensation components were set uniformly at 150% of 41the respective target amount according to the maximum possible level of target achievement. 42Target and maximum amounts431442023 202245Variable compensation46in € Base salary47Short-Term 48Award49Long-Term 50Award51252Total53Total54compensation55Total56compensation57Chief Executive Officer and 58Head of Executive Division59Target value  2,800,000  1,600,000  2,400,000  4,000,000  6,800,000  6,800,000 60Maximum value  2,800,000  2,400,000  3,600,000  6,000,000  8,800,000  8,800,000 61Chief Financial Officer and 62Head of CFO Division63364Target value  950,000  400,000  600,000  1,000,000  1,950,000  2,000,000 65Maximum value  950,000  600,000  900,000  1,500,000  2,450,000  2,400,000 66Chief Operating Officer and 67Head of COO Division68369Target value  950,000  420,000  630,000  1,050,000  2,000,000  2,800,000 70Maximum value  950,000  630,000  945,000  1,575,000  2,525,000  3,575,000 71Head of Chief 72Administrative Officer 73Division74Target value  950,000  200,000  300,000  500,000  1,450,000  1,450,000 75Maximum value  950,000  300,000  450,000  750,000  1,700,000  1,700,000 76Head of Client Coverage 77Division78479Target value  1,200,000  480,000  720,000  1,200,000  2,400,000  2,400,000 80Maximum value  1,200,000  720,000 81 1,080,000  1,800,000  3,000,000  3,000,000 82Head of Product Division833,484Target value  1,200,000  360,000  540,000  900,000  2,100,000  1,450,000 85Maximum value  1,200,000  540,000  810,000  1,350,000  2,550,000  1,700,000 86187 Values are annualised values.88289 The Long-Term Award accounts for 60% of the total reference variable compensation, 50% are determined by the 90DWS Group component and 10% by the Deutsche Bank Group component.91392 For details on the determination of compensation data in 2023 for this function, please refer to section ‘Compensation-93Related Events in 2023’.94495 Due to regulatory requirements, the current function holders have another employment contract with a subsidiary 96within the Group. For reasons of comparability, the values given refer to full-time employment throughout the year.97To our Shareholders Summarised 98Management Report99Consolidated 100Financial Statements Compensation Report Corporate Govern-101ance Statement102Supplementary 103Information DWS 2023 Annual Report104                  105Compensation Report106149 Executive Board Compensation