Executive Compensation Design Emphasizing a Medium- to Long-Term Perspective
First written in FY2019. 3 of 7 entries say "Advanced", first in FY2022. Latest entry: 2026-08-20.
The whole theme swung hardest in 2024: 13 of 117 companies on the "Worse" side.
- FY2026AdvancedAnnual report
「In addition, following a resolution of the Board of Directors dated 25 March 2026, the Company will establish, effective 1 April 2026, a voluntary Nomination and Compensation Committee comprising 3 or more members, including independent outside directors selected by the Board of Directors, as an advisory body to the Board of Directors.」
The framework has progressed toward establishing, effective 1 April 2026, a Nomination and Compensation Committee including independent outside directors under the compensation policy focused on the medium to long term. - FY2025RaisedAnnual report
「Compensation for directors, excluding directors who are Audit and Supervisory Committee members, consists of fixed compensation calculated based on the importance of their responsibilities and their contributions, performance-linked compensation linked to the Company's performance, including operating income and ordinary income, considered comprehensively, and non-monetary compensation in the form of share-based compensation as a medium- to long-term incentive to encourage contributions to enhancing corporate value. The basic policy is to enable directors to perform their duties with a medium- to long-term perspective rather than linking compensation to short-term performance, while performance-linked compensation is linked to each director's role and performance of duties.」
In addition to the existing fixed and performance-linked compensation, the Company presented a proposal to the General Meeting of Shareholders to introduce medium- to long-term incentive compensation through restricted stock, expanding the scope of the compensation structure. - FY2022AdvancedAnnual report
「Performance-linked compensation will be set at an amount not exceeding one-fifth of the total fixed and performance-linked compensation. Fixed compensation will be paid monthly, while performance-linked compensation will be paid once a year.」
The upper limit and payment frequency for performance-linked compensation were specified under the executive compensation policy, which is based on a medium- to long-term perspective, with performance-linked compensation capped at one-fifth of the total amount. - FY2020RestatedAnnual report
「Compensation for directors, excluding directors who are Audit and Supervisory Committee members, is paid in two parts: a fixed component based on stable compensation that enables directors to perform their duties with a medium- to long-term perspective, rather than compensation linked to short-term performance, and an additional component linked to the Company's performance and each director's role and performance of duties. Compensation amounts are determined by the Board of Directors.」
The compensation policy continues to be based on a fixed component focused on the medium to long term rather than short-term performance, combined with an additional component linked to performance, roles and other factors. - FY2019First statedAnnual report
「Compensation for directors, excluding directors who are Audit and Supervisory Committee members, is paid in two parts: a fixed component based on stable compensation that enables directors to perform their duties with a medium- to long-term perspective, rather than compensation linked to short-term performance, and an additional component linked to the Company's performance and each director's role and performance of duties.」
The compensation policy is explicitly stated for the first time: executive compensation is based on a fixed component focused on the medium to long term rather than short-term performance, combined with an additional component linked to company performance, roles and performance of duties.