Governance structure
Company with Three CommitteesThe performance-linked stock compensation plan was changed from a three-year lump-sum award system to an overlapping system in which multiple evaluation periods run concurrently. The performance metrics were changed from the three-year average consolidated value added to relative TSR and EBITDA. The timing of benefit delivery was also changed from after the end of the medium-term management plan period to a specified time after the points are finalized. The cap on the number of points granted per fiscal year remains unchanged.
| Item | Details |
|---|---|
| Corporate Governance Structure | Company with Three Committees |
| Committee | Compensation Committee (proportion of outside members: Not disclosed) |
| Changes this time | The performance-linked stock compensation plan was changed from a three-year lump-sum award system to an overlapping system in which multiple evaluation periods run concurrently. The performance metrics were changed from the three-year average consolidated value added to relative TSR and EBITDA. The timing of benefit delivery was also changed from after the end of the medium-term management plan period to a specified time after the points are finalized. The cap on the number of points granted per fiscal year remains unchanged. |
Items this document does not state (5)
These are items the company does not state in this document. We do not leave them blank, nor fill them in from other sources or by inference.
The reasons the company gives
The company's own explanation, not something inferred from the numbers.The purpose is to encourage eligible directors and others to maintain a more medium- to long-term perspective and, by evaluating performance each fiscal year, contribute to the sustainable enhancement of corporate value over the medium to long term. The changes are also intended to align shareholder value with management interests, reflect objective market assessments in compensation, and ensure the execution of the growth strategy.