103 Information on members of the Supervisory Board and the  composition of Aegon’s four committees, Audit, Nominating,  Compensation and Risk, may be found on pages 95 to 97. Members of Aegon’s Supervisory Board received the following  payments (in EUR) in 2013: Not included in the table above is a premium for state health  insurance paid on behalf of Dutch Supervisory Board members  The remuneration for Supervisory Board members is as of 2013  Dutch VAT liability compliant. The amounts 2013 include the  VAT paid by Aegon. The Executive Board of Aegon is remunerated on the basis of  the principles described in Aegon’s GRF. Aegon’s remuneration  policy for members of the Executive Board is derived from this  Framework and sets out terms and conditions for members of  the company’s Executive Board. The Executive Board Remuneration Policy was prepared in  accordance with the Dutch Corporate Governance Code and  the Decree on Sound Remuneration Policy (Regeling beheerst  beloningsbeleid WFt 2011-Rbb) by DNB. It was adopted at the  General Meeting of Shareholders on May 12, 2011. The Policy  will remain in force until such time as the Supervisory Board  proposes changes or amendments. The Compensation Committee of Aegon’s Supervisory Board has  overall responsibility for the company’s Remuneration Policies,  including the Executive Board Remuneration Policy. Members of  the Committee are drawn from the Supervisory Board. Each year, Aegon’s Compensation Committee reviews Aegon’s  remuneration policies to ensure they remain in line with  prevailing international standards. This review is based partly  In 2013, the peer group comprised Aviva, Axa, CNP Assurances,  Generali, ING Group, Legal & General, Münchener  Rückversicherung, Old Mutual, Prudential plc., Standard Life,  Swiss Re, and Zurich Financial Services. The company regularly compares its levels of executive  remuneration with those at other, comparable companies.  Companies included in the peer group have been chosen  according to the following criteria: Aegon’s Executive Board Remuneration Policy is reviewed every  year by the Compensation Committee. The policy applies to all  members of Aegon’s Executive Board. The Compensation Committee may recommend changes to the  policies to the Supervisory Board. Any material changes in the  Executive Board Remuneration Policy must also be referred to  the General Meeting of Shareholders for adoption. on information provided by Aegon’s external adviser, Towers  Watson. The adviser, however, does not advise individual  members of the Executive and Supervisory Boards. Executive Board Remuneration Policy 2013 Executive Board remuneration Review of the Remuneration Policy Ensuring pay remains competitive Role of the Compensation Committee ■ Industry (preferably life insurance); ■ Size (companies with similar assets, revenue and market  capitalization);  ■ Geographic scope (preferably companies operating globally);  ■ Location (companies based in Europe).  Supervisory Board Remuneration Report 2013 Attendance fees EUR / year Extra Supervisory Board meeting 3,000 Audit Committee 3,000 Other committees 2,000 in EUR 2013 2012 Robert J. Routs 169,400 109,250 Irving W. Bailey. II 151,250 98,000 Antony Burgmans 105,270 87,000 Shemaya Levy 135,520 104,500 Kornelis J. Storm 110,110 83,000 Ben van der Veer 127,050 101,250 Dirk P.M. Verbeek 127,050 101,250 Leo M. van Wijk 117,370 86,250 Dona D. Young (as of May 15, 2013) 93,321 - Total for active members 1,136,341 770,500 Karla M.H. Peijs (up to September 30, 2013) 86,515 78,250 Total 1,222,856 848,750