Establishment of a Compensation Committee and Development of a Performance-Linked Compensation System
First written in FY2019. 8 of 10 entries say "Advanced", first in FY2021. Latest entry: 2026-08-03.
2 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「The performance evaluation period covers multiple fiscal years and initially consists of the 3 fiscal years from the fiscal year ending March 2027 through the fiscal year ending March 2029. The performance metrics are total shareholder return relative to the TOPIX growth rate, including dividends, referred to as relative TSR, and return on equity (ROE). The number of shares granted is designed to vary from 0% to 200% depending on the level of achievement. Each metric has a weighting of 50%, and …clawback and …malus provisions will be newly established.」
The remuneration committee has made progress in establishing a system, including plans to introduce performance-linked restricted stock compensation with an evaluation period from the fiscal year ending March 2027 through the fiscal year ending March 2029, relative TSR and ROE, and clawback and malus provisions. - 2026-05-29AdvancedGeneral Meetings of Shareholders
「中長期の業績に連動する「業績連動型譲渡制限付株式報酬制度」を新たに導入することといたしました。」
役員報酬制度について、中長期業績に連動する譲渡制限付株式報酬制度の導入を具体化している。 - FY2025AdvancedAnnual report
「The target consolidated operating income for short-term incentives in the current fiscal year was ¥7,467 million, compared with actual consolidated operating income of ¥10,210 million.」
For consolidated operating income, the principal financial metric for short-term incentives, actual results were ¥10,210 million against a target of ¥7,467 million. - FY2024AdvancedAnnual report
「The target consolidated operating income for short-term incentives in the current fiscal year was ¥5,447 million, compared with actual consolidated operating income of ¥7,058.013 million.」
For consolidated operating income, the principal financial metric for short-term incentives, actual results were ¥7,058.013 million against a target of ¥5,447 million. - FY2023Short-term incentive performance target missedAnnual report
「The target consolidated operating income for short-term incentives in the current fiscal year was ¥13,922 million, compared with actual consolidated operating income of ¥2,013 million.」
For consolidated operating income, the principal financial metric under the performance-linked compensation program, actual results were ¥2,013 million against a target of ¥13,922 million. - FY2022AdvancedAnnual report
「Multiple financial metrics have been established for short-term incentives for the current fiscal year, principally consolidated operating income. …The target consolidated operating income for short-term incentives in the current fiscal year was ¥12,411 million, compared with actual consolidated operating income of ¥13,024 million.」
For the performance-linked compensation program, consolidated operating income was the principal financial metric, with actual results of ¥13,024 million against a target of ¥12,411 million. - FY2021AdvancedAnnual report
「Compensation and other remuneration for our directors consists of fixed compensation, comprising a basic monthly payment made to all directors, and short-term incentives and executive long-term incentives for directors other than outside directors. Depending on their position, executive long-term incentives account for 15% to 20% of total compensation and other remuneration, while the remaining 80% to 85% consists of fixed compensation at 60% to 75% and short-term incentives at 25% to 40%.」
The compensation program designed by the compensation committee established in 2018 was specified down to the proportions of fixed compensation, short-term performance-linked compensation and long-term incentives, and was implemented during the current fiscal year as performance-linked compensation and restricted stock compensation. - FY2019First statedAnnual report
「In November 2018, we established a compensation committee to advise and make recommendations to the Board of Directors on the formulation of compensation policies for representative directors and directors, the design of compensation programs and other matters. We will consider introducing performance-linked compensation using our own shares, as well as the design of the compensation program, going forward.」
A compensation committee was established in November 2018, introducing an advisory function for executive compensation policies and program design. The disclosure states that performance-linked compensation accounts for 20%–40% and that the introduction of long-term incentives using the company's own shares will be considered going forward.