BIP Trust for Performance-Linked Executive Compensation and ROE, EPS and Operating Profit KPIs
First written in FY2019. 7 of 12 entries say "Advanced", first in FY2020-Q2. Latest entry: FY2026.
8 other companies' latest entry also says "Reframed".
- FY2026ReframedAnnual report
「For the executive compensation systems of the company and its major operating subsidiaries, the company will establish globally integrated common compensation guidelines while designing each company’s executive compensation system according to its functions and role within group management.」
Executive compensation was redesigned from a structure centered on the CEO’s post-delivery share-based compensation into a global system combining common compensation guidelines covering the company and its major domestic and overseas CVS subsidiaries with PSUs, RSUs, relative TSR and ROIC. - FY2025ReframedAnnual report
「Representative Director, President and CEO 13% 27% - 60%」
In line with the transformation of the management structure, the company redesigned the compensation structure for the next CEO, introducing a new system under which post-delivery share-based compensation based on a specified period of commitment accounts for 60%, in addition to fixed compensation and bonuses. - FY2024AdvancedAnnual report
「(c) CO₂ emissions 1,976,467t 1,835,828t」
For the KPIs for performance-linked share-based compensation, CO₂ emissions were 1,835,828t against a target of 1,976,467t, and the company disclosed its performance on the non-financial metric. - FY2024-Q3AdvancedAnnual report
「In fiscal 2019, the company introduced the “Board Benefit Trust” and “Employee Stock Ownership Plan Trust,” share-based compensation plans for the company’s directors and executive officers, excluding outside directors, and the directors and executive officers, excluding outside directors, of designated subsidiaries. In July 2023, the company decided to continue these plans. At a Board of Directors meeting held on 30 November 2023, it also resolved to make an additional contribution to the trust funds in connection with the continuation of the plans.」
The company decided in July 2023 to continue its performance-linked share-based compensation plans and resolved on 30 November to make an additional contribution to the trust funds in connection with their continuation. - FY2022AdvancedAnnual report
「Starting in fiscal 2022, “employee engagement” will be added to the KPIs for performance-linked share-based compensation, with the aim of further promoting an environment in which diverse employees can demonstrate their abilities and strengthening corporate competitiveness by increasing employees’ willingness to contribute.」
The company stated its policy of adding employee engagement to the KPIs for performance-linked compensation from fiscal 2022, alongside financial metrics and CO₂ emissions. - FY2021AdvancedAnnual report
「(KPIs for performance-linked bonuses) (a) Consolidated operating profit 60% ¥34,000 million ¥36,630 million (b) Consolidated ROE 20% － 6.8% (c) Consolidated net income 20% ¥13,850 million ¥17,920 million」
For performance-linked compensation, the company disclosed targets and results for operating profit, ROE and net income for the fiscal year ended February 2021. For stock compensation, it also disclosed an actual CO2 emissions figure of 2,162,003t against a target of 2,247,314t. - FY2020AdvancedAnnual report
「As a company seeking to achieve both corporate and social value, we added the CO2 emissions reduction target under the environmental declaration “GREEN CHALLENGE 2050,” formulated in May 2019, to the KPIs for stock compensation from fiscal 2020.」
The CO2 emissions reduction target under GREEN CHALLENGE 2050 was added to the KPIs for performance-linked stock compensation from fiscal 2020, incorporating a non-financial indicator into compensation. - FY2020-Q2AdvancedAnnual report
「From the cumulative second quarter, the company and certain consolidated subsidiaries introduced a performance-linked stock compensation plan under an executive compensation BIP trust for directors of the company and certain consolidated subsidiaries, excluding non-executive directors and directors residing overseas. The main purpose of the plan is to increase directors’ motivation to enhance corporate value over the medium to long term and align their interests with those of shareholders.」
The performance-linked stock compensation plan under the BIP trust presented in FY2019 was implemented for directors from the cumulative second quarter. - FY2019First statedAnnual report
「As a medium- to long-term incentive, the company will use performance-linked stock compensation that varies based on company performance and management indicators, under the executive compensation BIP trust stock compensation system. Points for the delivery of shares will be granted during the term of office under this performance-linked stock compensation, promoting the sharing of profits and risks with shareholders from a medium- to long-term perspective. The payout will vary from 0% to 200% depending on the level of target achievement and other factors.」
The company moved from a stock option plan to a stock compensation plan under the executive compensation BIP trust, introducing a mechanism that varies from 0% to 200% based on the level of target achievement and other factors. The KPIs are consolidated operating profit at 40%, consolidated ROE at 40%, and consolidated EPS at 20%.