Medium- to Long-Term Incentive Through Performance-Linked Share Compensation
First written in FY2016. 3 of 4 entries say "Reframed", first in FY2018-Q1. Latest entry: FY2025.
GMO Payment Gateway moved to the "Worse" side of this theme in 2018, 8 years before the typical company in this theme (2026).
8 other companies' latest entry also says "Reframed".
- FY2025ReframedAnnual report
「The maximum number of shares to be acquired under this proposal will be 60,000 shares over 3 consecutive fiscal years, from the fiscal year ending at the end of September 2026 through the fiscal year ending at the end of September 2028, or 20,000 shares per fiscal year.」
For the BIP trust, the company proposed partially revising and restarting the system for a 3-fiscal-year period from the fiscal year ending September 2026 through the fiscal year ending September 2028, with a maximum of 60,000 shares. It also plans to change the timing of share delivery, in principle, from retirement to the end of the covered period. - FY2018ReframedAnnual report
「Through the previous consolidated fiscal year, we recognized the fair value of the amount payable as a liability under cash-settled share-based payment transactions and recognized changes in the fair value of that liability in profit or loss over the period until the right to receive the compensation unconditionally vested. However, from the consolidated fiscal year ending 30 September 2018, we changed to equity-settled share-based payment transactions and have continued to operate this system.」
The company changed its executive compensation BIP trust from cash-settled to equity-settled and continued operating the system from the fiscal year ending September 2018. - FY2018-Q1ReframedAnnual report
「Through the previous consolidated fiscal year, we recognized the fair value of the amount payable as a liability under cash-settled share-based payment transactions and recognized changes in the fair value of that liability in profit or loss over the period until the right to receive the compensation unconditionally vested. However, from the fiscal year ending 30 September 2018, we changed to equity-settled share-based payment transactions and have continued to operate this system.」
The company explains that its executive compensation BIP trust changed from cash-settled to equity-settled, with the system continuing from the fiscal year ending September 2018. - FY2016First statedAnnual report
「This system is a medium- to long-term incentive plan under which shares are delivered to Directors upon their retirement based on the degree to which annual performance targets have been achieved. It is designed to encourage the company’s Directors to share an interest in profits with shareholders and to manage with a medium- to long-term focus on performance and the share price.」
The company operates a compensation system under which shares are delivered to Directors through a BIP trust based on the degree to which performance targets have been achieved.