Executive compensation structure focused on enhancing corporate value over the short, medium and long term
First written in FY2017. 3 of 8 entries say "Advanced", first in FY2021. Latest entry: FY2025.
6 other companies' latest entry also says "Raised".
- FY2025RaisedAnnual report
「Consolidated operating income of ¥4.8 billion for the fiscal year ending March 2027, the final year of the Fourth Medium-Term Management Plan, will be set as the performance target.」
The performance target for the performance-linked stock compensation plan was changed from consolidated operating income of ¥3.2 billion for the fiscal year ending March 2024 under the Third Medium-Term Management Plan to consolidated operating income of ¥4.8 billion for the fiscal year ending March 2027 under the Fourth Medium-Term Management Plan. - FY2024AchievedAnnual report
「Consolidated operating income of ¥3.2 billion for the fiscal year ending March 2024, the final year of the Third Medium-Term Management Plan, was selected as the performance target, and the actual result was ¥3.7 billion.」
Against the ¥3.2 billion target for consolidated operating income for the fiscal year ending March 2024 under the performance-linked stock compensation plan, the actual result was ¥3.7 billion. - FY2023AdvancedAnnual report
「For fiscal 2022, the target was ¥1,943 million and the actual result was ¥2,291 million. Total performance-linked compensation = net income attributable to owners of the parent × 8.0% (maximum) × company-wide performance evaluation coefficient」
For net income attributable to owners of the parent, the metric for performance-linked compensation, the fiscal 2022 target was ¥1,943 million and the actual result was ¥2,291 million. The individual compensation calculation formula and the ¥3.2 billion operating-income target for the performance-linked stock compensation plan for the fiscal year ending March 2024 have also been specified. - FY2022AdvancedAnnual report
「For fiscal 2021, the target was ¥1,580 million and the actual result was ¥2,112 million.」
For net income attributable to owners of the parent, the metric for performance-linked compensation, the company disclosed a target of ¥1,580 million and an actual result of ¥2,112 million for fiscal 2021. The performance-linked stock compensation plan has also entered the operational stage. - FY2021AdvancedAnnual report
「The purpose of this system is to clarify the linkage between directors’ compensation and the company’s performance and share value, and to heighten directors’ awareness of contributing to improved medium- to long-term performance and increased corporate value by sharing with shareholders the benefits and risks arising from share-price movements. Consolidated operating income of ¥3.2 billion for the fiscal year ending March 2024, the final year of the new medium-term management plan, was selected as the performance target.」
In addition to existing fixed compensation, performance-linked compensation and stock options, the company introduced a performance-linked stock compensation plan, with consolidated operating income of ¥3.2 billion for the fiscal year ending March 2024 as the performance target. - FY2020Specific performance metrics and calculation formulasAnnual report
「The target for fiscal 2019 was ¥1,330 million, while the actual result was ¥1,232 million.」
The metric for performance-linked compensation was net income attributable to owners of the parent, and the company disclosed the target and actual results for fiscal 2019. - FY2018RestatedAnnual report
「The compensation structure comprises fixed compensation, determined in consideration of each executive’s role, responsibilities and performance, and performance-linked compensation, which reflects the results for each fiscal year.」
The company has reiterated its policy of combining fixed and performance-linked compensation to provide incentives for enhancing corporate value over the short, medium and long term. - FY2017First statedAnnual report
「The company’s management objective is to enhance corporate value over the short, medium and long term. Its basic policy in determining the structure and level of executive compensation is to ensure that compensation functions effectively as an incentive to achieve this objective. The compensation structure comprises fixed compensation, determined in consideration of each executive’s role, responsibilities and performance, and performance-linked compensation, which reflects the results for each fiscal year.」
The company has outlined a policy of structuring executive compensation as fixed compensation and performance-linked compensation to provide incentives for enhancing corporate value over the short, medium and long term.