Director Evaluation and Compensation Decisions through an Independent Advisory Committee
First written in FY2018. 7 of 11 entries say "Advanced", first in FY2021. Latest entry: 2026-07-17.
The whole theme swung hardest in 2022: 13 of 92 companies on the "Worse" side.
65 other companies' latest entry also says "Advanced".
- FY2025AdvancedAnnual report
「The degree of achievement of performance targets will be measured using adjusted EBITDA, a financial metric, as well as the forward-looking financial metrics of employee engagement score (EMS), multicultural talent (MC talent) and the proportion of women in management.」
The company disclosed the implementation of a share-based compensation system under which PSU and RSU awards are linked to adjusted EBITDA and human capital metrics in the medium-term plan. - FY2025-H1AdvancedAnnual report
「The company introduced a BIP trust for executive compensation and an ESOP trust for share grants from the current interim consolidated accounting period.」
The company introduced a BIP trust for executive compensation and an ESOP trust for share grants from the current interim period, moving share-based compensation and employee share grants into implementation. - FY2024ReframedAnnual report
「At the annual general meeting of shareholders held on 25 June 2024, for the purpose of further aligning the long-term interests of the company's directors and shareholders and providing incentives to enhance the company's medium- to long-term corporate value, the company decided to abolish the restricted stock compensation plan for directors, excluding directors who are Audit and Supervisory Committee members and outside directors, and introduce a post-delivery stock compensation plan under which the company's common shares would newly be allocated to eligible directors after a specified period,」
The company abolished its former restricted stock compensation plan and reorganized its compensation system around PSUs and RSUs linked to the medium-term plan for the fiscal years ending March 2025 through March 2027. The performance metrics are adjusted EBITDA, employee engagement, multicultural talent and the proportion of women in management. - FY2023AdvancedAnnual report
「Ordinary profit, which the Group regards as an important management indicator, was ¥49,473 million, and ROE was 14.7%.」
The company disclosed actual results of ordinary profit of ¥49.473 billion and ROE of 14.7% for the executive compensation metrics linked to the medium-term plan. - FY2022AdvancedAnnual report
「ROE criteria | As of the end of the fiscal year ending March 2024 | Vesting rate | 10% or higher | 100% | 8% or higher but below 10% | 50% | Below 8% | 0%」
The company specified criteria linking the vesting rate for restricted stock compensation to the level of ROE achieved at the end of the fiscal year ending March 2024. The vesting rate is 100% for ROE of 10% or higher and 0% for ROE below 8%, giving concrete effect to the link with the medium-term plan. - FY2021AdvancedAnnual report
「The restricted stock compensation consists of service-based restricted stock, under which the number of shares whose transfer restrictions are lifted is determined on the condition that the recipient continues to serve as a director or other eligible officer of the company for a specified period, and performance-based restricted stock, under which the number of shares whose transfer restrictions are lifted is determined according to the recipient's period of service as a director or other eligible officer of the company and the degree to which the performance targets of the Sega Sammy Group's medium-term plan for the fiscal years ending March 2022 through March 2024 are achieved.」
The company divided restricted stock compensation into service-based awards and performance-based awards linked to the medium-term plan, connecting them to performance targets for the fiscal years ending March 2022 through March 2024. - FY2019ReframedAnnual report
「At the annual general meeting of shareholders held on 21 June 2019, the company resolved to revise director compensation and introduce a restricted stock compensation plan as incentives to promote management that ensures transparency and objectivity and enhances the corporate value of the Group, and has undertaken a comprehensive review of its executive compensation system.」
In addition to evaluation and compensation decisions through the Independent Advisory Committee, the company revised compensation amounts and introduced a restricted stock compensation plan, reorganizing its executive compensation system around value sharing with shareholders and the enhancement of corporate value. - FY2018First statedAnnual report
「Based on a delegation from the Board of Directors, the Representative Director and President consults the Independent Advisory Committee on the evaluation of each director. The Independent Advisory Committee evaluates the directors and the Board of Directors based on the results of their activities, submits its views to the Representative Director and President, and the Representative Director and President determines compensation amounts with reference to the committee's views and reports them to the Board of Directors.」
The company specifies a process linking evaluations of the directors and Board of Directors by the Independent Advisory Committee to executive compensation decisions.