Performance-Linked and Company-Share Acquisition Executive Compensation System
First written in FY2017. 2 of 6 entries say "Reframed", first in FY2019. Latest entry: FY2026.
Nankai moved to the "Worse" side of this theme in 2026.
The whole theme swung hardest in 2019: 1 of 6 companies on the "Worse" side.
0 other companies' latest entry also says "Reframed".
- FY2026ReframedAnnual report
「During the plan period of the “NANKAI Group Medium-Term Management Plan 2025–2027” (from fiscal 2025 through fiscal 2027), the following performance-linked indicators will be adopted to increase incentives to achieve the performance targets set out in the Medium-Term Management Plan.」
The performance-linked indicators for executive share-based compensation were reorganized in line with the new Medium-Term Management Plan to include ROE, relative TSR and CO2 emissions reductions. - FY2023AdvancedAnnual report
「The Eligible Period may be extended for a period of up to 5 years each time by resolution of the Board of Directors. At a Board of Directors meeting held on 12 May 2022, the Company resolved to extend the Eligible Period to 31 March 2025.」
A resolution was passed to extend the Eligible Period of the trust-based share-based compensation plan to 31 March 2025. - FY2020RestatedAnnual report
「Under the Plan, the Company's shares will be delivered to Eligible Officers serving during the 3-year period from the close of the 102nd Annual General Meeting of Shareholders to the close of the Annual General Meeting of Shareholders relating to the final fiscal year ending within 3 years after the close of the 102nd Annual General Meeting of Shareholders (the “Eligible Period”).」
The Company has continued to disclose the details of the trust-based share-based compensation plan established pursuant to the June 2019 resolution of the General Meeting of Shareholders, including the 3-year Eligible Period and the caps on points and shares. - FY2020-Q2AdvancedAnnual report
「Based on a resolution of the 102nd Annual General Meeting of Shareholders held on 21 June 2019, the Company introduced a trust-based share-based compensation plan (the “Plan”) for directors, excluding outside directors and non-residents, and delegated executive officers, excluding those concurrently serving as directors and non-residents (collectively, the “Eligible Officers”).」
Following the executive compensation system review announced in the previous fiscal year, a trust-based share-based compensation plan was introduced pursuant to a resolution of the General Meeting of Shareholders held on 21 June 2019. At the end of the second quarter, the trust held 66 thousand shares with a carrying value of ¥179 million. - FY2019ReframedAnnual report
「Executive compensation will be divided into oversight compensation and execution compensation.」
The system was revised from one combining conventional fixed compensation with performance-linked and company-share acquisition-based compensation to one dividing compensation into oversight and execution compensation, with execution compensation consisting of basic compensation, bonuses and share-based compensation. The composition of execution compensation was set at 60 for basic compensation, 25 for bonuses and 15 for share-based compensation. - FY2017First statedAnnual report
「The basic compensation structure combines fixed compensation with performance-linked compensation and company-share acquisition-based compensation, in order to promote management that is more conscious of shareholder value and the share price and to increase incentives to improve performance. Company performance is measured using the previous year's dividend and consolidated ordinary profit as indicators, while individual performance is evaluated based on performance against the targets set for the relevant division after an interview with the President and Representative Director.」
A system was described that combines fixed compensation with performance-linked compensation based on dividends, consolidated ordinary profit and individual performance, as well as company-share acquisition-based compensation. The performance-linked portion varies standard compensation within a range of 0% to 200%.