Performance-Linked Stock Compensation Plan
First written in FY2019. 2 of 6 entries say "Raised", first in FY2021. Latest entry: FY2026.
The whole theme swung hardest in 2020: 5 of 37 companies on the "Worse" side.
11 other companies' latest entry also says "Other".
- FY2026Performance Target Not MetAnnual report
「Target Actual Consolidated operating profit ¥400 million ¥4.7 billion loss Consolidated ROE -3.2% -7.3%」
For the performance-linked executive compensation metrics, consolidated operating profit was a ¥4.7 billion loss versus a target of ¥400 million, while ROE was -7.3% versus a target of -3.2%. - FY2025AdvancedAnnual report
「Directors’ compensation is determined according to position and responsibilities and consists of base compensation paid monthly and performance-linked compensation that varies according to the level of performance achieved. Performance-linked compensation is structured as a short-term incentive, which varies based on short-term performance and is paid for each fiscal year, and stock compensation as a long-term incentive, which varies based on medium- to long-term performance and, in principle, is delivered in the form of Company shares when the director changes from the current position to another position or leaves office. This stock compensation is provided through a share-delivery trust.」
The performance-linked stock compensation plan was given concrete form as a structure comprising base compensation of 60% and performance-linked compensation of 40% (short-term 27% and long-term 13%), with consolidated operating profit, ROE, relative TSR, and ESG factors as evaluation metrics. - FY2023RaisedAnnual report
「In addition, effective 1 April 2023, we added “ESG factors” to strengthen ESG management.」
ESG factors were added to the long-term performance evaluation metrics for performance-linked stock compensation, expanding the scope of evaluation under the compensation plan. - FY2021RaisedAnnual report
「From fiscal 2020, we have also introduced the same performance-linked stock compensation plan for executive officers and senior employees who have not entered into mandate agreements with the Company, as well as officers of the Group.」
The scope of the performance-linked stock compensation plan was expanded from directors and certain executive officers to executive officers without mandate agreements, senior employees, and Group officers. - FY2020AchievedAnnual report
「Based on a resolution adopted at the 102nd Annual General Meeting of Shareholders held on 21 June 2019, we introduced a performance-linked stock compensation plan using a trust for the Company’s directors (the “Plan”).」
The performance-linked stock compensation plan was introduced, and the total number of shares scheduled to be acquired for eligible directors and others was disclosed as 72,800 shares. - FY2019First statedAnnual report
「Based on approval at the shareholders’ meeting held on 21 June 2019, we will introduce a performance-linked stock compensation plan as a long-term incentive.」
A performance-linked stock compensation plan was introduced as a long-term incentive, with stock compensation capped at ¥90 million and 90,000 points per year.