Performance-Linked Share-Based Compensation System Linked to the Medium-Term Management Plan
First written in FY2017. 3 of 7 entries say "Raised", first in FY2019. Latest entry: FY2026.
The whole theme swung hardest in 2023: 6 of 39 companies on the "Worse" side.
2 other companies' latest entry also says "Raised".
- FY2026RaisedAnnual report
「The main revisions are as follows: • To strengthen incentives to maximize corporate value, the proportion of share remuneration will be increased and the maximum payout rate for performance-linked share remuneration will be raised. • To clarify alignment of interests with shareholders and the commitment to enhancing corporate value over the medium to long term, share ownership guidelines will be established.」
In line with the 2030 Medium-Term Management Plan, the share remuneration ratio and the maximum level of performance-linked share remuneration were raised, and share ownership guidelines for officers were newly established. - FY2025RaisedAnnual report
「To strengthen awareness of enhancing corporate value over the medium to long term and further strengthen value sharing with shareholders, we will introduce a performance-unlinked restricted share remuneration plan for outside directors from June 2025.」
The scope of share remuneration was expanded to outside directors, and a performance-unlinked component was added for executive officers and others, broadening the scope of value sharing with shareholders. - FY2023ReframedAnnual report
「The number of shares delivered as share remuneration is determined within a range of 0% to 150% of the number of shares granted, based on the results of comparing our TSR (total shareholder return) with indices such as the Tokyo Stock Price Index and with peer-group companies, in order to clarify the linkage with sustainable growth in corporate value and the enhancement of shareholder value.」
As part of the review of the remuneration system accompanying the transition to a company with a three-committee structure, the share remuneration system was reorganized to link awards to TSR performance relative to an index and peer group. - FY2020-Q1AdvancedAnnual report
「The performance indicators under this performance-linked share remuneration plan are revenue, adjusted operating profit and adjusted net profit attributable to owners of the parent for a single fiscal year subject to evaluation, hereinafter referred to as the “evaluation year.”」
At a Board of Directors meeting held in July 2019, revenue, adjusted operating profit and adjusted net profit were selected as the performance indicators for performance-linked share remuneration, and the method of calculating the payout rate at 30%, 40% and 30% was specified. - FY2019RaisedAnnual report
「Under this performance-linked share remuneration plan, the annual amount is ¥600 million, comprising ¥200 million for internal directors and ¥400 million for executive officers. Under this fixed share remuneration plan, the annual amount is ¥60 million.」
The existing share remuneration plan linked to the medium-term management plan was partially revised, a fixed share remuneration plan was newly established in addition to performance-linked remuneration, and the scope and contribution limits for share remuneration were expanded. - FY2018RestatedAnnual report
「Directors' remuneration consists of fixed monthly remuneration, performance-linked bonuses as a short-term incentive, and performance-linked share remuneration as a medium- to long-term incentive.」
A share remuneration plan linked to revenue, operating profit and final-year ROE under the medium-term management plan continues to be in place. - FY2017First statedAnnual report
「Under this share-based remuneration plan, a trust established with funds contributed by us acquires our shares, awards points to eligible directors and others based on their positions and the degree to which performance targets under the medium-term management plan are achieved, in accordance with the share delivery rules prescribed by our Board of Directors, and delivers and grants the number of our shares equivalent to the points awarded.」
We will introduce a performance-linked share remuneration plan with a trust period scheduled from August 2017 to August 2019, a contribution limit of ¥400 million and ¥200 million in funds for acquiring shares for directors. Achievement will be assessed based on revenue, operating profit and final-year ROE, weighted at 35%, 35% and 30%, respectively.