ROE- and Revenue Growth-Linked Performance Share Units
First written in FY2017. 5 of 9 entries say "Advanced", first in FY2022. Latest entry: FY2026-H1.
Coca-Cola Bottlers Japan Holdings moved to the "Worse" side of this theme in 2019, 6 years before the typical company in this theme (2025).
The whole theme swung hardest in 2024: 13 of 118 companies on the "Worse" side.
34 other companies' latest entry also says "Other".
- FY2026-H1Recognition of costs related to the revision of the compensation systemAnnual report
「The lump-sum payment accompanying the revision of the director compensation system is a cost incurred temporarily during the current interim consolidated accounting period in connection with the revision of the director compensation system approved at the Annual General Meeting of Shareholders held on 26 March 2026.」
In connection with the revision of the director compensation system, the Company recorded a lump-sum payment of ¥1.799 billion in the first half of 2026. - 2026-07-30AdvancedShare Issuance and Disposal
「The company received approval at the 2025 annual general meeting of shareholders held on 26 March 2026 to continue its share-based compensation plan using an executive compensation BIP trust (the BIP Trust) for the company's directors (the eligible directors). The purpose is to increase their motivation to contribute to the medium- to long-term enhancement of the corporate value of group companies and share price appreciation, strengthen the company's ability to recruit and retain highly capable and diverse personnel in terms of nationality and experience, and further align their interests with those of shareholders and incentivize the enhancement of corporate value.」
Following shareholder approval to continue the share-based compensation plan using the executive compensation BIP trust, the company proceeded to the implementation stage by allocating 1,614,300 treasury shares to the BIP Trust account through a third-party allotment. The trust period runs from May 2023 to May 2029. - FY2024AdvancedAnnual report
「The 2022 PSU uses the three-year period from 2022 to 2024 as its evaluation period. After selecting consolidated ROE and consolidated revenue growth as performance metrics, the Company evaluated performance and recorded a performance achievement level of 108.5%, calculated as the weighted average of target achievement for each metric during the period. The ratio of the actual payout to the standard PSU amount varies from 0% to 150% according to performance achievement, and the payout ratio based on the performance achievement above is 116.9%.」
For PSUs linked to ROE and revenue growth, the Company disclosed a performance achievement level of 108.5% and a payout ratio of 116.9% for the 2022–2024 evaluation period. - FY2023AdvancedAnnual report
「The Company has introduced a performance-linked share compensation plan, comprising a performance share unit plan and a restricted stock unit plan, as equity-settled share compensation for eligible recipients, with the following consecutive three-year consolidated accounting periods serving as evaluation periods: 1 January 2021 to 31 December 2023, 1 January 2022 to 31 December 2024, and 1 January 2023 to 31 December 2025.」
The PSU- and RSU-based long-term incentive plan was formalized with evaluation periods of 2021–2023, 2022–2024 and 2023–2025, operated through BIP and ESOP trusts. - FY2023-Q2AdvancedAnnual report
「During the current second-quarter cumulative consolidated period and the current second-quarter consolidated accounting period, the Company introduced an executive compensation BIP trust and a share grant ESOP trust, and recorded the Company Shares held by these trusts as treasury shares in the quarterly consolidated financial statements.」
The Company disclosed that shares held by the executive compensation BIP trust and share grant ESOP trust are accounted for in the financial statements, providing details on the operation of the share compensation plans. - FY2022AdvancedAnnual report
「Based on a resolution of the 65th Annual General Meeting of Shareholders held on 28 March 2023, the Company introduced a long-term incentive share compensation plan for its executive directors using a BIP trust arrangement.」
The PSU- and RSU-based long-term incentive was formalized as a plan for granting shares to executive directors through a BIP trust. The initial trust period runs from May 2023 to May 2026, with a maximum contribution of ¥2.88 billion and a maximum of 1.8 million points. - FY2019ReframedAnnual report
「The Company adopted two types of long-term incentive share compensation plans: (1) PSUs and (2) RSUs.」
The Company reorganized its long-term incentive plan from fiscal 2020 onward by adding RSUs, intended to promote value sharing with shareholders and talent retention, to the existing PSU-centered performance-linked share compensation plan. - FY2018ReframedAnnual report
「(4) Evaluation period From January 2019 to December 2021. (5) Payout date The Company Shares and cash calculated under the formula in (3) above will be granted in May 2022.」
For the performance-linked share compensation plan, the Company disclosed a plan with a 2019–2021 evaluation period and a May 2022 payout, in addition to the previous 2018–2020 evaluation period. The performance metrics were also changed to ROE for the fiscal year ending December 2021 and the average annual growth rate in revenue from 2018 through 2021. - FY2017First statedAnnual report
「The Company will grant its common shares (the “Company Shares”) and cash to its directors, excluding directors who are Audit and Supervisory Committee members and outside directors, referred to below as “executive directors,” under a performance share unit plan (the “Plan”), with three consecutive fiscal years from 1 January 2018 to 31 December 2020 serving as the performance evaluation period.」
The Company introduced an executive compensation plan using the three fiscal years from 2018 through 2020 as the evaluation period, with the payout ratio determined within a range of 0% to 150% according to achievement levels for consolidated ROE and consolidated revenue growth.