Policy for Determining Individual Director Compensation and Performance-Linked Compensation
First written in FY2022. 1 of 3 entries say "Restated". Latest entry: FY2025.
87 other companies' latest entry also says "Advanced".
- FY2025AdvancedAnnual report
「First Series of Stock Acquisition Rights (paid stock options)」
Regarding non-monetary compensation, for which the company had previously said it would consider possible implementation, paid stock options covering 900,000 shares were granted to 5 directors. The exercise price is ¥112, and the exercise period runs from 7 January 2027 to 18 December 2034. Free stock options covering 1,260,000 shares were also granted to employees and officers and employees of subsidiaries. - FY2023RestatedAnnual report
「Performance-linked compensation for directors, in the form of bonuses, is determined within a range of 0 to 2 months of fixed compensation. Accordingly, assuming that the performance-linked bonus is paid at the maximum, the ratio of fixed compensation to performance-linked compensation is 6:1.」
The company restates its policy on individual director compensation and the range and ratio of performance-linked compensation. No performance-linked compensation was paid in the fiscal year under review. - FY2022First statedAnnual report
「Because the company's capital reached ¥500 million or more through the private placement on 1 March 2022, making it a public company and a large company, the Board of Directors resolved at its meeting held on 17 March 2022 to adopt a policy for determining the details of individual director compensation and other remuneration. Performance-linked compensation for directors, in the form of bonuses, is determined within a range of 0 to 2 months of fixed compensation. Accordingly, assuming that the performance-linked bonus is paid at the maximum, the ratio of fixed compensation to performance-linked compensation is 6:1.」
Upon qualifying as a large company, the company resolved for the first time on a policy for determining individual director compensation. The policy sets out the approach to fixed compensation, performance-linked compensation and non-monetary compensation; performance-linked compensation is set at 0 to 2 months of fixed compensation, with a ratio of 6:1 when paid at the maximum.