Director and Executive Officer Incentives Through Fixed and Performance-Linked Compensation
First written in FY2019. 1 of 4 entries say "Advanced", first in FY2023. Latest entry: FY2026.
The whole theme swung hardest in 2024: 2 of 7 companies on the "Worse" side.
3 other companies' latest entry also says "Other".
- FY2026Nonpayment of Performance-Linked CompensationAnnual report
「The performance-linked compensation metric for the fiscal year was approximately 3.2%, below the payment threshold, and therefore no performance-linked compensation was paid for the fiscal year.」
The company maintained its fixed and performance-linked compensation structure, while the metric for the fiscal year fell below the payment threshold and no performance-linked compensation was paid. - FY2024RestatedAnnual report
「Directors’ compensation consists of “fixed compensation,” which serves as basic compensation, and “performance-linked compensation,” which varies according to the degree of contribution to performance,」
The company continues to apply an executive compensation policy combining fixed compensation and performance-linked compensation. - FY2023AdvancedAnnual report
「Directors’ compensation consists of “fixed compensation,” which serves as basic compensation, and “performance-linked compensation,” which varies according to the degree of contribution to performance. Care is taken to maintain an appropriate balance so that the compensation structure functions effectively as an incentive to improve performance.」
The company disclosed in detail its full-year executive compensation policy, comprising fixed compensation and performance-linked compensation, and stated that the performance-linked compensation metric was approximately 12.6% for the fiscal year, meeting the payment threshold. - FY2019First statedAnnual report
「Directors' compensation consists of fixed compensation and performance-linked compensation, which varies according to the level of contribution to business performance. We seek to maintain an appropriate balance between the two so that the system functions effectively as an incentive to improve performance.」
The policy of structuring executive compensation as fixed compensation and performance-linked compensation, and operating it as an incentive to improve performance, is described.