Performance-linked executive compensation system
First written in FY2016. 3 of 11 entries say "Softened", first in FY2017. Latest entry: FY2026.
Kaji Technology moved to the "Worse" side of this theme in 2019.
The whole theme swung hardest in 2024: 2 of 9 companies on the "Worse" side.
0 other companies' latest entry also says "Other".
- FY2026Lower proportion of performance-linked compensationAnnual report
「The performance-linked compensation ratio for the current fiscal year is 33%, while the performance-linked compensation ratio set as the cap is 44%.」
The actual performance-linked compensation ratio decreased from 34% in the previous fiscal year to 33%, while the 44% cap was maintained. - FY2025Increase in the proportion of performance-linked compensationAnnual report
「The performance-linked compensation ratio for the current fiscal year is 34%, while the performance-linked compensation ratio set as the cap is 44%.」
The actual performance-linked compensation ratio rose from 25% in the previous fiscal year to 34%, while the 44% cap was maintained. - FY2024RestatedAnnual report
「The performance-linked compensation ratio for the current fiscal year is 25%, while the performance-linked compensation ratio set as the cap is 44%.」
The company retained the previous year's structure of a 25% actual performance-linked compensation ratio and a 44% cap. - FY2023Increase in the proportion of performance-linked compensationAnnual report
「The performance-linked compensation ratio for the current fiscal year is 27%, while the performance-linked compensation ratio set as the cap is 44%.」
The performance-linked compensation ratio for the current fiscal year rose to 27% from 21% in the previous fiscal year. The cap is 44%. - FY2022Changes to the performance-linked compensation ratio and capAnnual report
「The performance-linked compensation ratio for the current fiscal year is 21%, while the performance-linked compensation ratio set as the cap is 44%.」
The performance-linked compensation ratio is stated as 21%, with a cap of 44%, changing the combination of the actual ratio and cap from the previous year's 25% and 40%. The 20:40:40 weighting of sales, ordinary income and net income also remains in place. - FY2021AdvancedAnnual report
「The compensation structure for the company's directors is as follows: ① Basic compensation, taking into account the highest employee compensation (fixed compensation) ② Position-based compensation commensurate with roles and responsibilities (fixed compensation) ③ Performance-based compensation assessed using management metrics that reflect growth and profitability (sales: ordinary income: net income = weighted rates of 20:40:40) ④ Individual performance adjustments, based on the degree and substance of achievement of individually set targets and assessed by the Representative Director according to each individual's contribution to and impact on performance (performance-linked compensation) ⑤ Bonuses based on net income for the current fiscal year, aligned with shareholders' perspectives (performance-linked compensation; not paid if net income is less than ¥200 million) ⑥ Stock acquisition compensation, under which a specified amount determined by position is used to purchase company shares through the officers' shareholding association」
The company specified the structure of performance-linked compensation, the 20:40:40 weighting of sales, ordinary income and net income, the non-payment of bonuses when net income is less than ¥200 million, and compensation for purchasing company shares. Performance-linked compensation accounted for 25% for the current fiscal year, with a cap of 40%. - FY2020SoftenedAnnual report
「① The total amount of executive bonuses shall be 2.8% of net income before deduction of executive bonuses, capped at ¥15 million.」
The net-income linkage rate for executive bonuses decreased from 3.4% to 2.8%, and the cap decreased from ¥18 million to ¥15 million. The condition that no bonus is paid if net income is less than ¥200 million remains in place. - FY2019SoftenedAnnual report
「① The total amount of executive bonuses shall be 3.4% of net income before deduction of executive bonuses, capped at ¥18 million. ④ Executive bonuses shall not be paid if net income is less than ¥200 million.」
The net-income linkage rate for performance-linked compensation is 3.4%, and the cap is ¥18 million, down from the previously stated 4.2% and ¥22 million. The condition that no bonus is paid if net income is less than ¥200 million remains in place. - FY2018RaisedAnnual report
「① The total amount of executive bonuses shall be 4.2% of net income before deduction of executive bonuses, capped at ¥22 million.」
The executive bonus linkage rate changed from 3.8% as previously stated to 4.2%, and the cap changed from ¥20 million to ¥22 million. The condition that no bonus is paid if net income is less than ¥200 million remains in place. - FY2017SoftenedAnnual report
「① The total amount of executive bonuses shall be 3.8% of net income before deduction of executive bonuses, capped at ¥20 million. ④ Executive bonuses shall not be paid if net income is less than ¥200 million.」
The company specified the calculation method for performance-linked compensation, with executive bonuses linked at 3.8% and capped at ¥20 million. - FY2016First statedAnnual report
「At a meeting of the Board of Directors held on 28 June 2016, the company decided to revise its executive compensation system and adopt a performance-linked compensation structure for directors, with clear incentives to improve company performance and corporate value.」
Starting in July 2016, the company introduced a compensation structure combining company-wide and individual performance, profit-linked compensation, and purchases of company shares. Executive bonuses are calculated at 4.7% of net income, capped at ¥24 million, and are not paid if net income is less than ¥200 million.