The Board of Directors of Vacon Plc resolved on a share based incentive plan 2014-2016

Vacon Plc, Stock Exchange Release, 27 March 2014 at 11.45 a.m. (EET)

The Board of Directors of Vacon Plc has resolved on a new share-based incentive
plan for the years 2014 - 2016 in the Vacon Group. In 2014, the target group of
the Performance Share Plan consists of approximately 90 persons. The aim of said
Performance Share Plan is to combine the objectives of the shareholders and the
participants in order to increase the value of the Company, to commit the
participants to the Company, and to offer them a competitive reward plan based
on long-term shareholding in the Company. The Plan is a continuation for Vacon's
previous share bonus schemes.

The Performance Share Plan includes three discretionary periods, calendar years
2014, 2015 and 2016. The Board of Directors of the Company decides on the Plan's
performance criteria and on targets to be established for them at the beginning
of each discretionary period. The potential reward pursuant to the Plan for the
discretionary period 2014 is based on the Vacon Group's Revenues, Operating
Profit and Rate of Capital Turnover. The potential reward from the discretionary
period 2014 will be paid in 2015 as a combination of the Company's shares and
cash. The purpose of the cash proportion of the reward is to cover taxes and
tax-related costs arisen from the reward to the participant. As a main rule, no
reward will be paid if a participant's employment or service ends before the
reward payment.

If a participant's total compensation in 2014 exceeds the participant's annual
gross salary multiplied by 3.5, the reward to be paid on the basis of the
discretionary period will be reduced for such exceeding part. The total
compensation means an annual salary with fringe benefits, an annual bonus and a
reward under the Performance Share Plan collectively.

The shares paid as reward may not be transferred during the restriction period,
which will end after two years from the end of the discretionary period. Should
a participant's employment or service end during the restriction period, as a
main rule, he or she must gratuitously return the shares given as reward to the
Company. The members of the Vacon Group's Executive Management Team must hold a
half of the shares received on the basis of the new incentive plan also after
the end of the restriction period as long as the value of his or her
shareholding in total corresponds to the value of his or her gross annual
salary. Such number of shares must be held as long the member's employment or
service in a Group company continues.

The rewards to be paid on the basis of the Plan for the discretionary periods
2014 - 2016 correspond to the value of a maximum total of 370,000 Vacon Plc
shares (gross).

VACON PLC

Further information:

  * Vesa Laisi, President and CEO, phone +358 (0)40 8371 510,
    vesa.laisi(at)vacon.com
  * Sebastian Linko, Director, Corporate Communications and Investor Relations,
    +358 (0)40 8371 634, sebastian.linko(at)vacon.com

Vacon in brief

Vacon is driven by a passion to develop, manufacture and sell the best AC drives
and inverters in the world - and provide customers with efficient product
lifecycle services. Our AC drives offer optimum process control and energy
efficiency for electric motors. Vacon inverters play a key role when energy is
produced from renewable sources. Vacon has production and R&D facilities in
Europe, Asia and North America, and sales offices in 30 countries. Further,
Vacon has sales representatives and service partners in nearly 90 countries. In
2013, Vacon's revenues amounted to EUR 403.0 million, and the company employed
globally approximately 1,600 people. The shares of Vacon Plc (VAC1V) are quoted
on the main list of the Helsinki stock exchange (NASDAQ OMX Helsinki).

Driven by Drives, www.vacon.com

Distribution:

NASDAQ OMX Helsinki
Financial Supervisory Authority
Main media


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