Performance-Linked Compensation and Share Acquisition Compensation
First written in FY2016. 5 of 14 entries say "Reframed", first in FY2017. Latest entry: FY2026.
- FY2026ReframedAnnual report
「Performance-linked share-based compensation with the medium-term management plan period (April 2026 to March 2029) as the performance evaluation period; consolidated ROE (TSE standards) and relative TSR, together with the non-financial indicators "retail transition finance target," "carbon neutrality target (Scope 1 + 2)," "women's advancement" and "human capital strategy".」
The executive compensation scheme has been restructured to align with the new medium-term plan for fiscal 2026 through fiscal 2028, evaluating climate change, women's advancement and human capital strategy in addition to ROE and TSR, with the payout ratio varying from 0% to 150%. - FY2025-H1Continued decline in shares remaining in the executive trustAnnual report
「The carrying amount and number of shares of the treasury shares concerned were ¥1,593 million and 2,914 thousand shares, respectively (¥1,636 million and 2,993 thousand shares in the previous consolidated fiscal year).」
The performance-linked share-based compensation scheme continues, while the remaining shares in the share-based benefit trust for officers decreased from 2.993 million shares at the end of the previous fiscal year to 2.914 million shares. - FY2024-Q3Continued decline in shares remaining in the executive trustAnnual report
「We have introduced a performance-linked share-based compensation scheme using a share-based benefit trust for the Company's executive officers, and for the representative directors, directors with executive authority and executive officers of Resona Bank, Ltd., Saitama Resona Bank, Ltd., Kansai Mirai Financial Group, Inc., Kansai Mirai Bank, Ltd. and Minato Bank, Ltd. The carrying amount and number of shares of the treasury shares concerned were ¥1,666 million and 3,047 thousand shares, respectively (¥1,403 million and 3,789 thousand shares in the previous consolidated fiscal year).」
The performance-linked share-based compensation scheme continues, while the remaining shares in the share-based benefit trust for officers decreased from 3.789 million shares at the end of the previous fiscal year to 3.047 million shares. - FY2024-Q1AdvancedAnnual report
「Amount additionally placed in trust to fund share acquisitions: ¥1,011 million Date of additional trust contribution: 4 August 2023 Total number of shares to be additionally acquired: 1,466,500 shares」
For the share-based benefit trust for officers, an additional trust contribution on 4 August 2023 and the additional acquisition of 1,466,500 shares funded by ¥1,011 million have been approved. - FY2021RestatedAnnual report
「From fiscal 2020, we have operated a performance-linked share-based compensation scheme for officers with executive authority at the Company, Resona Bank and Saitama Resona Bank, using the medium-term management plan period (April 2020 to March 2023) as the performance evaluation period.」
The performance-linked share-based compensation scheme with an evaluation period from 2020 to 2023 and payouts linked to ROE and relative TSR continues. - FY2021-Q1AdvancedAnnual report
「Pursuant to a resolution of the Board of Directors meeting held on 19 June 2020, new shares were issued on 6 July 2020 as performance-linked share-based compensation. As a result, the number of shares increased by 417,700, bringing the total number of issued shares to 2,302,829,191.」
For performance-linked share-based compensation evaluated over the period of the new medium-term management plan, 417,700 new shares were issued. In addition, the establishment of a share-based benefit trust for officers and the acquisition of treasury shares, capped at 17,155,100 shares, during the period from 7 August to 6 November 2020 were approved. - FY2020ReframedAnnual report
「From fiscal 2020, the Group will introduce a performance-linked share-based compensation scheme for officers with executive authority at the Company, Resona Bank and Saitama Resona Bank, using the medium-term management plan period (April 2020 to March 2023) as the performance evaluation period. The performance-linked factor varies from 0% to 150% according to consolidated ROE (on a shareholders' equity basis) and relative TSR (total shareholder return) for the fiscal year ending March 2023.」
The existing performance-linked share-based compensation scheme has been restructured into a scheme with an evaluation period covering 2020 to 2023 under the new medium-term plan, with payouts linked to ROE and relative TSR and varying from 0% to 150%. - FY2019RestatedAnnual report
「The PSU is intended to strengthen incentives for officers with executive authority to achieve the medium-term management plan and further align compensation with shareholder value. The payout ratio varies from 0% to 100% according to consolidated ROE (on a shareholders' equity basis) for the fiscal year ending March 2020, the final year of the medium-term management plan.」
The performance-linked share-based compensation scheme continues as a medium- to long-term incentive linked to consolidated ROE for the fiscal year ending March 2020. - FY2018RestatedAnnual report
「The performance-linked share compensation covers the period of the medium-term management plan, and the Company’s shares and other securities will be paid in a lump sum once the payout rate has been determined. The payout rate varies from 0% to 100% depending on ROE in the final year of the medium-term management plan」
The performance-linked share-based compensation scheme, introduced in place of the previous share acquisition compensation, continues to be linked to ROE for the fiscal year ending March 2020. - FY2017ReframedAnnual report
「Share acquisition compensation was discontinued in June 2017, and performance-linked share compensation will be introduced from July 2017 with the aim of strengthening executive officers’ incentives to achieve the medium-term management plan and further aligning compensation with shareholder value.」
The former share acquisition compensation scheme was discontinued and changed to a performance-linked share compensation scheme under which the payout rate varies from 0% to 100% in line with ROE for the fiscal year ending March 2020. - FY2016First statedAnnual report
「Compensation for executive officers will be structured with an emphasis on performance-linked compensation in order to maintain and enhance incentives for executing their duties. In addition, compensation for executive officers will include share acquisition compensation, with the aim of strengthening incentives for the Group’s sustainable growth and the medium- to long-term enhancement of shareholder value.」
The structure combines cash compensation linked to annual performance with share acquisition compensation linked to medium- to long-term performance.