Transition to Performance-Linked and Medium- to Long-Term Equity Compensation
First written in FY2016. 4 of 11 entries say "Restated". Latest entry: FY2025.
6 other companies' latest entry also says "Raised".
- FY2025RaisedAnnual report
「The outline of the trust is as follows.” “Acquisition of the Company’s shares by the trust: the trust acquires the Company’s shares using funds contributed by the Company, capped at ¥1,450 million per 3-business-year period」
Presented a proposal to raise the contribution cap for performance-linked stock compensation from ¥450 million to ¥1,450 million for the 3-business-year period beginning in April 2025. The Company also plans to add employee engagement to the assessment items for ESG-linked compensation from fiscal 2025. - FY2024AdvancedAnnual report
「The revised compensation items consist of base compensation, short-term performance-linked compensation (individual), short-term performance-linked compensation (company-wide), ESG-linked compensation and medium- to long-term performance-linked compensation. ESG-linked compensation is assessed based on progress toward sustainability targets among the materiality issues that the Group must address. ESG-linked compensation is set at 2% to 3% by position, with the total of the standard compensation levels specified for each compensation item treated as 100%.」
Launched the ESG-linked compensation scheme scheduled for fiscal 2023 in July 2023. In its first year, a greenhouse-gas reduction target of 21.2% from fiscal 2017 was used as an assessment item, incorporating the ESG target into executive compensation. - FY2023ReframedAnnual report
「The Company partially revised its executive compensation scheme for officers other than outside directors and Audit & Supervisory Board members, among others, with the aim of more directly reflecting the results of its ESG initiatives. The revised executive compensation scheme is scheduled to take effect from July 2023.」
Partially revised the existing performance-linked and stock compensation scheme into a compensation scheme that more directly reflects the results of ESG initiatives, while maintaining the existing structure, with operation scheduled to begin in July 2023. - FY2022RestatedAnnual report
「Under this scheme, each 3-business-year period constitutes one target period, and the Company contributes to the trust, as compensation for directors and others, an amount of money capped at ¥450 million for each target period.」
After completing the target period for fiscal 2019 to fiscal 2022, the Company continues the performance-linked stock compensation scheme in 3-business-year units, with a contribution cap of ¥450 million. - FY2021No company-wide performance-linked compensationAnnual report
「The Company will not pay short-term performance-linked compensation (company-wide) to the 7 directors, excluding outside directors, because the payment threshold was not reached in the current fiscal year」
The performance-linked compensation scheme remains in place, but consolidated operating profit of ¥8,429 million did not reach the payment threshold for the current fiscal year, and no company-wide short-term performance-linked compensation was paid. - FY2020RestatedAnnual report
「Under this scheme, each 3-business-year period constitutes one target period (the current period runs from 1 April 2019 to 31 March 2022), and the Company contributes to the trust, as compensation for directors and others, an amount of money capped at ¥450 million for each target period」
Continued the performance-linked stock compensation scheme, capped at ¥450 million per 3-business-year period, for the target period from fiscal 2019 to fiscal 2021. - FY2019RaisedAnnual report
「Acquisition of the Company’s shares by the trust: the trust acquires the Company’s shares using funds contributed by the Company, capped at ¥450 million per 3-business-year period」
Partially revised the performance-linked stock compensation scheme, raising the contribution cap to the trust for the target period from April 2019 to March 2022 from ¥350 million to ¥450 million per 3-business-year period. - FY2018RestatedAnnual report
「For medium- to long-term performance-linked compensation, each 3-business-year period constitutes one target period (the current period runs from 1 April 2016 to 31 March 2019), and the Company contributes to the trust, as compensation for directors and others, an amount of money capped at ¥350 million for each target period.」
Continued medium- to long-term performance-linked compensation under BBT in 3-business-year units and reconfirmed the contribution cap and valuation criteria. - FY2017RestatedAnnual report
「Under this scheme, each 3-business-year period constitutes one target period (the current period runs from 1 April 2016 to 31 March 2019), and the Company contributes to the trust, as compensation for directors and others, an amount of money capped at ¥350 million for each target period.」
Continued medium- to long-term performance-linked compensation under BBT and disclosed the target period, contribution cap and valuation methodology using share price and dividends. - FY2017-Q2AdvancedAnnual report
「Based on a resolution of the 194th Annual General Meeting of Shareholders held on 27 June 2016, the Company introduced the performance-linked stock compensation scheme “Board Benefit Trust (BBT),” applicable to part of the compensation for directors other than outside directors, executive officers other than directors and senior fellows, with the aim of further linking compensation to performance and contributing to the enhancement of corporate value over the medium to long term.」
Introduced a performance-linked stock compensation scheme, and the trust account acquired 1,295,000 of the Company’s shares. - FY2016First statedAnnual report
「The revised executive compensation structure consists of base compensation, short-term performance-linked compensation and medium- to long-term performance-linked compensation. Although the proportion of performance-linked compensation in total compensation varies by executive, it is generally around 30% to 50%.」
A plan to reduce the weighting of fixed compensation and introduce short-term and medium- to long-term performance-linked compensation and a stock-based compensation scheme from July 2016.