Introduction of a policy for determining individual director compensation
First written in FY2021. 3 of 4 entries say "Advanced", first in FY2022. Latest entry: FY2026-H1.
37 other companies' latest entry also says "Advanced".
- FY2026-H1AdvancedAnnual report
「Based on a resolution at the 54th Annual General Meeting of Shareholders held on 24 June 2025, the company introduced the equity compensation system Share Benefit Trust (BBT (Board Benefit Trust)) for directors, excluding directors who are Audit and Supervisory Committee members, and executive officers. The trust began operating in August 2025. The purpose is to clarify the linkage between the compensation of directors and others and share value, and to encourage them to contribute to improved medium- to long-term performance and increased corporate value by sharing with shareholders not only the benefits of a rising share price but also the risk of a decline.」
In addition to the existing policy for individual director compensation, the company began the BBT in August 2025. The system links the compensation of officers and executive officers to share value and has been introduced to share with shareholders both the benefits of a rising share price and the risk of a decline. The trust holds 30,000 shares with a carrying value of ¥180.3 million. - FY2023AdvancedAnnual report
「2022 post-performance-delivery compensation (restricted stock units (RSUs)) Common shares 17,300 shares / 2022 post-performance-delivery compensation (performance share units (PSUs)) Common shares 48,900 shares」
Regarding the equity compensation system introduced in the previous fiscal year, the company granted 17,300 RSUs and 48,900 PSUs on 23 June 2022, progressing to implementation of the system. - FY2022AdvancedAnnual report
「Specifically, compensation will comprise base compensation and post-performance-delivery equity compensation. The latter will comprise restricted stock units (RSUs), which are not subject to performance-achievement conditions, and performance share units (PSUs), which are subject to performance-achievement conditions.」
The company described a specific director compensation system introducing RSUs and PSUs in addition to base compensation. The PSU performance metrics are consolidated revenue excluding Cellebrite, operating profit and operating profit margin, with target values set for fiscal years 2022 through 2024. - FY2021First statedAnnual report
「To establish a compensation structure linked to performance, medium- to long-term corporate value and shareholder interests, the company's Board of Directors resolved at its meeting held on 12 February 2021 to adopt a policy for determining the details of individual directors' compensation and other remuneration.」
The Board of Directors resolved on 12 February 2021 to adopt a policy for determining individual director compensation focused on linking compensation to performance, medium- to long-term corporate value and shareholder interests.