Consideration of Introducing a Medium-Term Performance-Linked Share Compensation Plan
First written in FY2017. 3 of 8 entries say "Advanced", first in FY2024. Latest entry: FY2026.
8 other companies' latest entry also says "Reframed".
- FY2026ReframedAnnual report
「The performance metrics used to calculate performance-linked points are profit for the year attributable to owners of the parent, as well as the non-financial metrics of employee engagement score (+4.0%), percentage of women in management positions (+4.0%) and climate change (GHG reduction) (-1.0%) for the CEO, CSO, CRO and director responsible for climate change. Upon retirement, directors are to receive shares of the company and other benefits equivalent to the accumulated performance-linked points.」
Subject to approval at the shareholders’ meeting in May 2026, the executive compensation BIP plan was reorganized to change its financial metric from consolidated operating profit to profit for the year attributable to owners of the parent, while incorporating employee engagement, the percentage of women in management positions and GHG reduction into the assessment. - FY2024AdvancedAnnual report
「The number of shares of the company and cash equivalent to the proceeds from the sale of those shares to be delivered or paid through the trust to eligible directors and other officers is calculated according to the number of “performance-linked points (70%)” and “fixed points (30%).” Performance-linked points are intended to increase the motivation to contribute to improving the company’s medium- to long-term performance and increasing corporate value, while fixed points are intended to strengthen the sharing of interests with shareholders through share ownership during the eligible directors’ and other officers’ terms of office. A certain number of performance-linked points is awarded based on the achievement of targets for consolidated operating profit, the employee engagement score, the percentage of women in management positions and climate change (GHG reduction), as well as the recipient’s position.」
The BIP trust-based stock compensation plan comprises 70% performance-linked and 30% fixed compensation, incorporating employee engagement, the percentage of women in management positions and GHG reduction into its performance metrics in addition to operating profit. - FY2019Cited as achievedAnnual report
「On 18 July 2018, the executive compensation BIP trust account acquired 101,700 shares.」
The company reported the acquisition of 101,700 shares and the operation of the executive compensation BIP trust whose introduction had been resolved and approved in the previous fiscal year. - FY2019-Q1AchievedAnnual report
「During the current first quarter, the group introduced a stock compensation plan using an executive compensation BIP (Board Incentive Plan) trust.」
The company confirmed for accounting policy purposes that the stock compensation plan using a BIP trust, whose introduction had been resolved and approved in the previous fiscal year, had been implemented in the first quarter. - FY2018AchievedAnnual report
「At a meeting of the Board of Directors held on 18 April 2018, the company resolved to introduce a new stock compensation plan for directors and executive officers of the company and its subsidiary, Bell System24, Inc., and to submit a proposal concerning the plan to the 4th Annual General Meeting of Shareholders held on 25 May 2018. The proposal was approved at the meeting.」
The BIP trust-based plan whose consideration had been announced was approved and authorized for introduction. - FY2017First statedAnnual report
「The company has begun considering the introduction of a medium-term performance-linked stock compensation plan aimed at sharing value with shareholders and increasing motivation and morale to improve performance over the medium to long term.」
The company began considering the introduction of a medium-term performance-linked stock compensation plan to share value with shareholders and improve performance over the medium to long term.