Nexans General Shareholders’ Meeting of May 15, 2014 Details on the Resolution 9 Submitted to Shareholders’ Consultative Vote (Components of the Compensation of the Chairman and CEO) 1. The determination of the Group long term compensation policy for top managers relies in particular on studies of specialized consultants indicating market practices for comparable companies and on the active involvement of the Appointments, Compensation and Corporate Governance Committee and of the Board of Directors (see Annex - Mercer Study (updated) which notably concludes that Nexans’ long term compensation policy applied for the Chairman and CEO is consistent with market practice). 2. The implementation of the long term compensation policy thus determined was submitted to the Mixed Shareholders’ Meeting of May 14, 2013, which authorized a performance and restricted (free) shares plan directed to the Group top managers. The detailed characteristics of this plan have been presented to shareholders. The proposed plan included the grant to the Chairman and CEO of a maximum 55,000 performance shares representing less than 20% of the shares to be granted under the plan. In accordance with shareholders’ authorization, the Board of Directors of July 24, 2013 adopted a long term compensation plan n°12 involving in particular the grant of a maximum of 50,000 performance shares to the Chairman and CEO in case of achievement of performance conditions1. Such conditions, which were made public, are demanding and appreciated over 3 years: one is a stock market performance condition consisting in measuring the evolution of the Nexans share price compared to 10 other companies and the other is a financial performance condition consisting in measuring the level of attainment at the end of 2015 of the initial targets of the 2015 Strategic Plan in terms of operating margin and ROCE (Return on Capital Employed)2. 3. The increase in the number of performance shares granted to the Chairman and CEO under plan n°12 as compared to the previous plan has been motivated as follows : (a) Reinforcing the link between the interests of the Chairman and CEO and of the shareholders, (b) Increasingly demanding performance conditions with full transparency on completion conditions, and (c) Comparability of the Group’s practice with comparable French issuers. 4. The performance conditions applicable to plan n°12 shows the alignment of the long term compensation of top managers (and in the first place, of the Chairman and CEO) with the strategic ambitions of the Group. It is specified that despite the adjustment, in February 2014, of the 2015 strategic plan targets, the financial performance condition attached to half of the performance shares granted under plan n°12 has not and will not be adjusted. Thus the long-term compensation of the Chairman and CEO requires exemplary performance of the Group and is aligned on value creation for shareholders. 1 Adjusted to 58,280 performance shares further to the share capital increase of November 2013. 2 Performance conditions are detailed in particular in the 2013 Registration Document, pages 47 and 48. Annex –Mercer Survey 2013 Quartile 1 Médiane Quartile 3 Moyenne/Mean F. Vincent Comparatio Salaire de base annuel (€) 750 000 800 000 850 000 779 471 800 000 100% Annual Base Salary (€) Bonus versé (€) 638 155 800 250 971 135 826 014 - 0% Actual bonus (€) Rémunération Long Terme (valorisée en €) 900 010 1 272 000 1 354 500 1 448 309 919 500 72% Long Term Compensation (value in €) Characteristics of the Panel Arkema Eramet Legrand STMicroelectronics Valeo CGG Gemalto Rexel Technicolor Vallourec Ciments Français Imerys Seb Technip Zodiac Aérospace 2013 Turnover in Millions of Euros Workforce Quartile 1 3,645 13,954 Median 4,161 24,053 Quartile 3 5,973 32,865 Nexans 6,711 26,000 .