Medium-Term Performance-Linked Executive Compensation Policy and Share-Based Compensation Plan
First written in FY2017. 3 of 8 entries say "Advanced", first in FY2018-Q2. Latest entry: FY2025.
J.Front Retailing moved to the "Worse" side of this theme in 2020, 4 years before the typical company in this theme (2024).
The whole theme swung hardest in 2020: 4 of 30 companies on the "Worse" side.
5 other companies' latest entry also says "Reframed".
- FY2025ReframedAnnual report
「We design executive compensation so that it functions as an incentive to achieve and promote sustainability management.」
Revised the executive compensation system in line with the 2024–2026 medium-term management plan, incorporating consolidated business profit, ROE, ROIC, share price metrics, greenhouse gas reductions and the percentage of women in management positions into the evaluation metrics for performance-linked equity compensation. - FY2023AdvancedAnnual report
「In addition to directors and executive officers of the company and Daimaru Matsuzakaya Department Stores, the system covers executive officers of Parco and the representative directors of JFR Card, J. Front Urban Development and J. Front Construction.」
Expanded coverage of the medium-term performance-linked executive compensation system to executives of major Group companies, including the developer, payments and finance, and interior construction businesses, and incorporated Scope 1 and 2 emissions and the percentage of women in management positions into performance-linked equity compensation. - FY2022AdvancedAnnual report
「We formulated and announced our executive compensation policy in April 2017. From 27 May 2021, the compensation committee, in which independent outside directors constitute a majority, reviewed and revised the executive compensation system in line with the new medium-term management plan, including making executive compensation function as an incentive to achieve and promote sustainability management, and began applying the revised policy.」
Revised the executive compensation system to link it to the new medium-term management plan and sustainability management, incorporating greenhouse gas reductions and the percentage of women in management positions as evaluation metrics. - FY2021ReframedAnnual report
「We design executive compensation so that it functions as an incentive to achieve and promote sustainability management.」
Revised the executive compensation system in line with the new medium-term management plan, adopting "pay for purpose" as the basic policy. Consolidated operating profit, ROE, greenhouse gas reductions and the percentage of women in management positions are incorporated into compensation evaluations. - FY2020ReframedAnnual report
「We formulated and announced our executive compensation policy in April 2017. Subsequently, in April 2020, we reviewed the policy to reflect initiatives such as the promotion of sustainability management and to further enhance its content.」
Revised the medium-term performance-linked executive compensation system into a "pay for purpose" policy reflecting the promotion of sustainability management. - FY2018AchievedAnnual report
「From the current fiscal year, we have adopted an executive compensation BIP (Board Incentive Plan) trust as performance-linked equity compensation for directors and executive officers, to ensure the steady execution and advancement of the medium-term management plan.」
Regarding the medium-term performance-linked executive compensation policy, actually adopted a BIP trust, granted points for short-term PS, medium- to long-term PS and RS, and disclosed ¥395 million in equity compensation expense. - FY2018-Q2AdvancedAnnual report
「On 24 July 2017, we received payment for a third-party allotment from The Master Trust Bank of Japan, Ltd. As a result, during the second-quarter consolidated accounting period, share capital and capital surplus each increased by ¥1,974 million.」
Carried out a third-party allotment related to the executive compensation BIP trust, increasing share capital and capital surplus by ¥1,974 million each. - FY2017First statedAnnual report
「Executive compensation consists of (1) basic compensation, a cash-based compensation amount determined according to position, (2) bonuses, cash-based compensation based on individual evaluations for each fiscal year and other factors, and (3) performance shares, a form of equity-based compensation linked to the achievement rate of consolidated performance targets and other metrics set out in the medium-term management plan.」
In connection with the transition to a company with three committees, provisionally approved a new executive compensation policy incorporating performance-linked compensation, equity-based compensation and alignment of interests with shareholders.